Human Resource Management Research Research Articles

상사의 비인격적 감독과 여행사 종사원의 직무만족, 조직침묵, 이직의도와의 영향관계

Researchers, recently, have paid attention to the dark and destructive aspects of supervisors such as sexual harassments, violence, and psychological maltreatment. We have also chosen to focus attention on the relationship between abusive supervision and employee job status because it helps us to address the problem of persistence and escalation of abuse in supervisor-subordinate relationships over time. We found that the interaction between higher levels of perceived supervisor abusive supervision and employee entitlement predicted increased job dissatisfaction and organizational silence. The central conclusion of this study is that abusive supervision, which is the conceptual opposite of ethical leadership, has a negative influence on job satisfaction with corresponding impacts on intentions to quit and job search behavior. Abusive supervision, which does not directly lead to job search behavior but directly make people so upset that they initiate job satisfaction. Implications for research and practice in human resource management are discussed. Leaders need to reinforce perceptions of ethical leadership continually in order to maintain high job satisfaction and low job search behaviors among followers.

The Application of the Multilevel Paradigm in Human Resource Management–Outcomes Research: Taking Stock and Going Forward

The authors provide a systematic evaluation of the emerging multilevel paradigm in human resource management (HRM) research focusing, in particular, on multilevel mediation analyses of the HRM-outcomes relationship. They first distinguish different types of multilevel models and then identify a number of best practice theoretical and methodological criteria for the conduct of multilevel research derived from the literature. These criteria are used to analyze and evaluate all multilevel mediation studies ( N = 46) of the HRM-outcomes relationship published in 11 core management and HRM journals in the 2000 to 2016 period. The results suggest that progress in the application of the multilevel paradigm has been slow and uneven and that the new paradigm has not as yet taken firm root in the field of HRM. On the basis of this evaluation, the authors identify key areas for improvement in the application of the multilevel approach to the analysis of the HRM-outcomes relationship. In the process, they highlight important ways in which the further development of a multilevel perspective can enhance both strategic and employee-centered HRM research by contributing to a fuller substantive understanding of the processes and mechanisms through which HRM systems affect outcomes of interest at different levels of analysis.

How does growth need strength influence employee outcomes? The roles of hope, leadership, and cultural value

Strong growth need is essential if an employee is to be motivated to complete complex and challenging jobs. It is important for organizations to attract employees with high growth need strength and help them achieve positive outcomes. However, limited research has been conducted to examine the mechanism underlying growth need strength’s positive effect on employee outcomes. Based on hope theory, we hypothesized that hope mediates the effect of growth need strength on job performance and affective commitment by transforming employees’ general desire for personal growth into goal-related cognitive thinking, comprising both ‘will’ and ‘ways’. We further hypothesized the moderating effect of transformational leadership, and the joint moderating effect of transformational leadership and individual power distance on the relationship between growth need strength and hope. We tested our hypotheses with data from a sample of 265 subordinate–supervisor dyads from China. Data analysis results supported the mediating role of hope. We found that growth need strength has a stronger effect on hope when transformational leadership is higher, and this effect is the strongest when both transformational leadership and individual power distance are simultaneously higher. The implications of these findings for human resource management research and practice are discussed.

Text and metatext in the resource‐based view

AbstractThis paper distinguishes between text and metatext in the resource‐based view (RBV) – that is, the actual words and logic fundamental to the RBV (the text) and the traditions, interpretations and applications of the theory (the metatext). It argues that Kaufman's () criticism of the RBV as applied to strategic human resource management actually focuses on RBV metatext and not text. Indeed, unlike some RBV metatext, RBV text actually has a great deal to say about research and practice in strategic human resource management.

인적자원관리 연구를 위한 질적 접근방법의 고찰

인적자원관리 (HRM)는 조직 내 구성원과 관련된 복잡한 현상과 인간관계의 다원성을 다룬다. 이러한 이유에서 정량적인 접근방법을 적용한 HRM의 연구에서는 분석의 대상과 영역이 필연적으로 제한적일 수 밖에 없다. 기업의 HRM이 포괄하는 다양한 영역 가운데 정성적인 영역이 기업의 성과와 경쟁우위를 실질적으로 좌우하는 경우가 많다. 그러나 기존의 정량적인 시각을 통한 접근은 HRM의 정성적인 측면을 등한시 해온 경향성을 보여주었다. 점차 복잡해지고 있는 HRM과 관련된 연구의 현실에서 정량적인 접근방법에 의한 연구방법은 본질적인 차원에서 그 한계를 배태하고 있다. 이러한 의미에서 본 연구는 HRM과 관련된 선행 연구를 바탕으로 질적인 방법을 적용하기 위한 주요 논점의 제시를 목적으로 하였다. 본 연구에서는 HRM 연구가 직면하고 있는 현실에서 정성적인 접근방법의 필요성을 강조하였다. 또한 HRM 연구의 다차원적인 발전을 위해 사례연구 방법의 적용을 제안함으로써 관련 연구 주제의 복잡성에 대응하고 심층적인 이해의 확대 가능성을 제시하였다. Human resource management (HRM) deals with essentially complex human phenomena and multiple interactive relationships. Thus, the use of quantitative data to research and understand HRM is necessarily limited. Although important qualitative issues in HRM research are often central to supporting or creating a firm's competitive advantage, they are frequently neglected. Research into HRM is increasingly difficult and complicated, therefore, it is very difficult to research through strict quantitative methods. This paper's focus is to develop an effective idea for applying qualitative research approaches to HRM studies. A justification of a qualitative approach is considered as being a superior means for researching HRM issues. The underlying foundation of this paper is that new problems are confronted HRM research, therefore, qualitative research methods will be necessary. It is suggested that quantitative analysis in understanding and explaining firm's HRM is not sufficient and a qualitative may provide the indepth insight into HR researches.

Mapping Human Resource Management: Reviewing the field and charting future directions

Using recent advances in science mapping, this article systematically reviews the Human Resource Management (HRM) field. We analyze 12,157 HRM research articles published over 23years to reveal the topic content and intellectual structure of HRM scholarship. A downloadable, searchable HRM topic map is provided (https://bit.ly/HR_Map) that reveals: a) 1702 HRM article topics, b) the number of articles on each topic, c) topic relations, trends, and impact, and d) five major HRM topic clusters. We discuss the overall intellectual structure of HRM scholarship and review the five topic clusters. Next, the topic content of HRM scholarship is compared to that of 6114 articles from the practitioner-oriented outlet HR Magazine. We identify 100 topics emphasized to a much greater degree in the practitioner-oriented literature. Seven key themes for future research that could help align HRM scholarship with the interests of HR practitioners are identified and discussed.

A conceptual framework for international human resource management research in developing economies

This paper highlights the evolution and contribution of the institutional theory perspective to the study of human resource management (HRM) transfers between advanced economies and less developed economies owing to institutional dissimilarities. The paper seeks to explore the institutional differences between advanced economies (home) and less developed economies (host) through the lens of institutional theory and how such institutional differences constrain or provide opportunities for the transfer of HRM practices. We develop a conceptual framework through the lens of institutional theory to provide useful and comprehensive insight of factors or conditions to consider when transferring HRM practices from advanced economies to less developed economies where there are institutional dissimilarities. The framework offers a broad perspective of the three dimensions of institutional theory to help multinational enterprises evaluate and explore how the differences in institutional settings between home and host countries may create opportunities or constraints in HRM practice transfers.

MetaBUS as a vehicle for facilitating meta-analysis

To address new research questions and get a clearer picture of research, scientists and practitioners in human resource management have come to rely heavily on meta-analyses. However, meta-analyses may take months or years to produce and are becoming increasingly difficult to produce as the corpus of available research grows exponentially. We describe how the metaBUS platform can assist in tackling two central challenges to conducting meta-analyses. In addition, we provide a detailed description of the platform, with information on all fields included in the database. Next, we provide recommendations for three use cases: generating literature search terms by using the metaBUS taxonomy, conducting metaBUS queries to locate findings and generate first-pass meta-analyses, and identifying relevant findings that might have gone overlooked during traditional literature searches. We demonstrate a new software and a cloud-based interface that allow users to leverage the platform. We conclude with implications, limitations, and future directions.

The MTMM matrix approach: implications for HRM research

Purpose The purpose of this paper is to focus on the suitability of the multitrait-multimethod (MTMM) matrix approach for examining construct validity in human resource management (HRM) research. The authors also provide a number of suggestions on how to use MTMM more effectively in HRM research. Design/methodology/approach The authors start by presenting a basic introduction to MTMM approach. Next the authors briefly review the limitations of MTMM approach and suggested improvements. The authors elaborate on these limitations by providing HRM examples. To further illustrate these issues, the authors review employment interview research. Findings The construct validity analysis in HRM research suffers from three problematic assumptions of the classical MTMM approach: uncorrelated trait-method units, uncorrelated methods, and uncorrelated traits. The review of interview research shows that classical MTMM approach is by far the most popular approach given its relative simplicity and modest sample size requirements. This popularity stresses the significance of the review in highlighting these issues. Originality/value Several improvements to quantify the interpretations of MTMM analysis are available to researchers. This review closely examines how these limitations and proposed improvements influence HRM research, thereby making the methodological advances concerning the MTMM approach more accessible to HRM researchers and practitioners.

Blue skies and black boxes: The promise (and practice) of grounded theory in human resource management research

We provide an overview of the grounded theory approach, a methodology with significant (and largely untapped) potential for human resources (HR) research. Grounded theory is an abductive, data-driven, theory-building approach that can serve as a conceptual link between inductive and deductive research approaches. We begin by explaining the grounded theory approach in detail and outlining two versions of the method that have been used in high-impact management publications—the Gioia approach and the Tabula Geminus (twin slate) approach. We then provide an overview of the similarities and differences between grounded theory and other inductive and/or qualitative methodologies, namely, ethnography, discourse analysis, rhetorical analysis, and content analysis. Following this discussion, we offer a step-by-step guide to using grounded theory in human resources research, illustrating these principles with data and processes from extant research. Finally, we conclude by discussing best practices for achieving rigor with the grounded theory approach.

Cross-Boundary Teaming for Innovation: Integrating Research on Teams and Knowledge in Organizations

Teaming across expertise boundaries, within and across organizations, is an increasingly popular strategy for innovation. Although membership diversity expands the range of perspectives that teams can draw upon to innovate, meta-analyses of the team-diversity literature have found weak or inconsistent support for that assumption. These studies also have typically examined effects of team diversity in relatively stable bounded teams, rather than in newly formed temporary groups. Drawing from two streams of research to unpack team diversity, this paper seeks to describe the complexity of cross-boundary teaming, while highlighting factors that may be central to its effectiveness. Past research on team diversity suggests numerous moderators that affect the diversity–performance relationship in teams, while research on knowledge and practice explores the situated activities and logics of diverse experts in great depth. Both streams thus shed light on team diversity, offering complementary insights. We develop a model of cross-boundary teaming that marries these streams and offers human resource management researchers and professionals insights and approaches for helping diverse teams tackle complex problems.

Sustainable Development of Human Resources Inspired by Chinese Philosophies: A Repositioning Based on François Jullien's Works

ABSTRACTThis paper provides a philosophical repositioning of human resource management (HRM) to further sustainable human resources development (HRD). We use a conceptual process, based on the work of French philosopher and Sinologist François Jullien. Despite its growing and diversified academic production, HRM research has become increasingly isolated from practice, from alternative views of human life, and from nature. This is at least partly due to its failure to self-question its Western centric roots. This paper describes some key conceptual innovations that deal with efficacy and ‘vital nourishment’ which are of particular interest for sustainable HRD. The question of how to feed life (or nourish it) in the workplace is illustrated by a gardening metaphor for managing human potential. In contrast to cross-cultural studies, this metaphor emerges from a dialogue between Western and Eastern philosophies, and offers alternative approaches to HRD based on some core insights from the Chinese tradition.

Cultural values and career goal of employees in a Malaysian industrial corporation

This paper presents a study on the influence of cultural values (self-direction, achievement, tradition, and benevolence) on career goal of employees in an oil and gas corporation in Malaysia. The study used the Social Cognitive Career Theory to support the theoretical framework of the investigation. Data gathered from 87 employees of an oil and gas corporation in the area of Kuala Lumpur were used in the analysis. The results show that the levels of the four cultural values experienced by the respondents are high while for the career goal is moderate. The regression results reveal that the predictor variables explain 28.0% of the variance in the career goal of the employees. Recommendation for human resource management and future research are discussed.

The effect of work motivation on a sample of nurses in an Italian healthcare setting.

Research in Human Resources Management has highlighted that implementing strategies for increasing employees' motivation can be an advantage for organizations because this improves their performance. Self Determination Theory (SDT) was used to analyze the mediating role of autonomous vs. controlled motivation on the relationship between organizational factors (perceived organizational support and job autonomy) and work outcomes (affective commitment, job satisfaction, and intent to quit). A total of 304 nurses from an Italian hospital participated in the study. The results supported the importance of the mediating role of autonomous motivation on the relationship between both perceived organizational support (POS) and job autonomy, and work outcomes. Conversely, controlled motivation did not show mediating effects on that relationship. POS was directly related to affective commitment and job satisfaction. Practical implications for organizations and employees are discussed along with a call for further research in this area.

Critical challenges associated with the adoption of social media: A Delphi of a panel of Canadian human resources managers

Although still young, social media platforms (SM) have already attracted over a quarter of the world's population rendering SM very attractive for organizations. SM adoption presents challenges that may prevent organizations from capitalizing on them to improve performance; thus indicating a need to analyze critical challenges, before taking relevant initiatives. This article identifies 13 most critical challenges associated with the adoption of SM. First a framework is derived from a systematic review of challenges associated with the adoption of SM for HR management (HRM) in three major research databases: ABI/INFORM Complete, Business Source Complete and Web of Science. Second the framework is used in a Delphi survey of 28 Canadian human resources (HR) managers. Statistical analysis includes Cohen Kappa, Kendall's W, Wilcoxon rank test, and cluster analysis. This paper contributes to HRM and Information Systems (IS) research literature on SM adoption in general and provides specific insights to practitioners.

Age discrimination: Potential for adverse impact and differential prediction related to age

The proportion of workers in their 50s, 60s, and 70s is larger than ever before. Current workforce trends indicate global increases in retirement ages and that many individuals are working until later ages than in decades past, and older people are applying for jobs and at later ages. Research to date on age discrimination in selection has focused primarily on disparate treatment or intentional discrimination. However, based on accumulated knowledge about age-related changes in cognitive and physical abilities as well as changes in personality and work motivation across the life course, we suggest that more attention be paid to the possibility of age-based subgroup differences on selection procedures, manifested as adverse impact and differential prediction. We provide recommendations to guide future human resource management research and practice.

Advancing multilevel thinking and methods in HRM research

Purpose– Despite the growing belief that multilevel research is necessary to advance human resource management (HRM) understanding, there remains a lack of multilevel thinking – the application of principles for multilevel theory building. The purpose of this paper is to propose a systematic approach for multilevel HRM research.Design/methodology/approach– The paper proposes an agenda for multilevel HRM research by addressing three obstacles (concerning questions, theories and methods) that impede advancement in this field.Findings– The paper provides an inclusive definition of multilevel HRM research that serves to advance its use, and maps out a multilevel HRM research landscape that captures the various aspects of this concept. The paper identifies unanswered multilevel questions within 16 research domains and develops a systematic approach to tackle these research questions by invoking three relevant theories and methodologies.Research limitations/implications– Some of the identified research questions could not be answered due to limitations in mainstream multilevel theories and methodologies. In response, this paper proposes theories and methodologies that can address some of the multilevel HRM research questions identified in this paper.Practical implications– The findings can help HRM academics working on cross-disciplinary and cross-level research problems with a clearly structured approach to what multilevel HRM research is and what steps should be taken in conducting such research.Originality/value– The originality lies in the systematic approach that precisely describes multilevel HRM research, and addressing obstacles that inhibit rigorous and relevant multilevel HRM research by highlighting relevant research questions, theories and methodologies.

Convergence-divergence of HRM in the Asia-Pacific: Context-specific analysis and future research agenda

In this article, we highlight the significance and need for conducting context-specific human resource management (HRM) research, by focusing on four critical themes. First, we discuss the need to analyze the convergence-divergence debate on HRM in Asia-Pacific. Next, we present an integrated framework, which would be very useful for conducting cross-national HRM research designed to focus on the key determinants of the dominant national HRM systems in the region. Following this, we discuss the critical challenges facing the HRM function in Asia-Pacific. Finally, we present an agenda for future research by presenting a series of research themes.

A reflection of Human Resources Management research in German-speaking countries

A reflection of Human Resources Management research in German-speaking countries

Aging and the motivation to stay employable

Purpose – The demographic shift and the rapid rate of innovations put age and employability high on policy makers’ and human resource managers’ agenda. However, the authors do not sufficiently understand the link between these concepts. The authors set out to investigate the relationship between age and employability and aim to identify motivational mediators of this relationship. Therefore, the purpose of this paper is to investigate the roles of future time perspective and goal orientation. Design/methodology/approach – The authors conducted quantitative, cross-sectional survey research (n=282) in three Dutch and Austrian organizations. The authors used structural equation modeling to investigate the relationships between chronological age, future time perspective, goal orientations, and employability. Findings – Future time perspective and goal orientation strongly relate to employability. The authors found indirect relationships between age and employability via perceived remaining opportunities. Research limitations/implications – The results question the often simplistic use of chronological age in employability and human resource management research. Therefore, the authors call for more research to investigate the relationship between age and employability more deeply. Practical implications – The findings contribute new insights for the career development issues of an increasingly older workforce. This shifts the focus from age, a factor outside our control, to motivation. Originality/value – This study contributes evidence for the relationships of chronological age, future time perspective, and goal orientation with employability. It extends literature by criticizing the prevalent use of chronological age and investigating mediation effects.