Human Resource Management Review
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7.44
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878
Papers 927
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#1John McMackin (DCU: Dublin City University)H-Index: 7
#2Margaret Heffernan (DCU: Dublin City University)H-Index: 8
Abstract Agile HR is a topic of growing interest among HR professionals, reflecting pressures for greater organisational agility in response to environmental uncertainty. However, agile HR has received virtually no attention in the academic HR literature, typifying a divergence between the interests of HR practitioners and strategic HRM research, something which has been a recurring concern in recent reviews of SHRM literature. In this paper we offer a definition of agile HR as a HR operational ...
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#1Helen De Cieri (Monash University)H-Index: 38
#2Mila Lazarova (SFU: Simon Fraser University)H-Index: 23
Abstract Organizations cannot function without healthy and safe employees, a stark reality evidenced by the COVID-19 pandemic in 2019-20: when lives are threatened, everything else becomes secondary. Few would question that there is a critical need to build HR-relevant knowledge of how to manage the health and safety of employees. Despite the duty of care carried by organizations and the fact that those who work across national borders are a particularly vulnerable group, there is surprisingly l...
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#1Patrick M. Wright (USC: University of South Carolina)H-Index: 71
Abstract While the field of strategic human capital (SHC) was created as a platform for dialogue between economics-based strategy researchers and psychology-based human resources (HR) researchers, it has increasingly become dominated by the economics-based logic. This paper argues that while such logic is not wrong, it is incomplete. By ignoring aspects of human nature such as free will, identity, meaning/purpose, community, and intrinsic value, it has unnecessarily limited the phenomenon to be ...
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#1Stefan Jooss (UCC: University College Cork)H-Index: 4
#2Anthony McDonnell (UCC: University College Cork)H-Index: 18
Last. Kieran M. Conroy (Queen's University)H-Index: 4
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Abstract The topography of global mobility within multinational enterprises (MNEs) is evolving where we now have a portfolio of flexible global working arrangements (FGWAs) including: international business travellers, flexpatriates, short-term international assignees, international commuters, and rotational assignees. The need for more agile structures and more efficient mechanisms to transfer globally dispersed knowledge are two key enablers in this evolution. With increased interest, this pap...
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#1Jeroen Gerard Meijerink (UT: University of Twente)H-Index: 11
#2Tanya Bondarouk (UT: University of Twente)H-Index: 11
Abstract null null This study proposes the ‘duality of algorithmic management’ as a conceptual lens to unravel the complex relationship between human resource management (HRM) algorithms, job autonomy and the value to workers who are subject to algorithmic management. Against tendencies to present algorithmic management as having predetermined, undesired consequences (e.g. restriction of job autonomy, poor financial compensation and deteriorating working conditions), our ‘duality of algorithmic ...
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#1Stephanie R. Seitz (CSUEB: California State University, East Bay)H-Index: 4
#2Ai Leen Choo (GSU: Georgia State University)H-Index: 8
Abstract null null There is a general consensus regarding the essential nature of effective communication in the workplace. However, in practice, there seems to be a narrow and specific definition of communication effectiveness that goes above and beyond the ability to deliver information. This perpetuates stigma surrounding communication disorders such as stuttering, and helps drive negative employment outcomes for those who stutter. In this paper, we develop a model of Stuttering Stigma in Org...
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#1Kiera Dempsey-Brench (MU: Maynooth University)H-Index: 1
#2Amanda Shantz (HSG: University of St. Gallen)H-Index: 24
Abstract null null Skills-based volunteering programs sit at the intersection of corporate philanthropy and human resources (HR). These programs enable employees to volunteer their specialized skills to support non-profit organizations, while developing new skills along the way. While these programs are the fastest growing way that firms deliver on their corporate social responsibility strategy, the academic literature has all but ignored them. However, there is ample opportunity to build an und...
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#1Andrew F. Johnson (A&M-CC: Texas A&M University–Corpus Christi)H-Index: 8
#2Katherine J. Roberto (A&M-CC: Texas A&M University–Corpus Christi)H-Index: 5
Last. Faiz Ahamad (Xavier University)
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Abstract null null Some groups more commonly experience negative effects from biases in the workplace than others, in part, from a lack of universal anti-discrimination protections. While strong protections exist for some groups, others are often left to rely on a patchwork of legal protections and corporate policies to guard against bias. This article draws from social identity, stigmatization, and intersectionality theories to bring attention to susceptible classes, or those individuals who ar...
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#1Prakriti Soral (Indian Institute of Management Kozhikode)H-Index: 1
#2Surya Prakash Pati (Indian Institute of Management Kozhikode)H-Index: 5
Last. Fang Lee Cooke (Monash University)H-Index: 45
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Abstract null null There is now a substantial body of literature on the coping strategies used by workers employed in stigmatized dirty work. However, there is insufficient knowledge about what resources they use while employing these strategies, what factors impact resource availability and utilization for coping, and how the utilization of resources leads to differential coping. Our study fills these gaps. First, using meta-synthesis of 39 qualitative studies, we consolidate the resources thes...
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#1Yu Zhou (RUC: Renmin University of China)H-Index: 24
#2Yuan Cheng (RUC: Renmin University of China)
Last. Guangjian Liu (SDU: Shandong University)H-Index: 3
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Abstract null null Using information technology, a growing number of companies have adopted a digital approach to human resource management (i.e., e-HRM). This meta-analytic review systematically integrates research on the antecedents, consequences, and moderators of e-HRM. Our results show that system usefulness, organizational resources, users' knowledge, and social influence could facilitate the adoption of e-HRM; in addition to the technology, organization, and people factors, the social fac...
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