Resource Management Research Research Articles

Examining Idiosyncratic Deals in an International Context

In today’s business world, expatriates play a strategic role by assisting organizations with control and coordination of global operations, as well as in knowledge transfer between headquarters and subsidiaries. However, in the absence of emotional and instrumental support from Host Country Nationals (HCNs), expatriate adjustment and assignment success can be a challenge. So far, scholars have highlighted some organizational factors, e.g., compensation and job design, that can influence HCNs’ attitudes and behaviors towards expatriates. This work weaves research on expatriates with the literature on idiosyncratic deals (i-deals; employee-employer negotiated personalized employment arrangements) to further enrich this discussion. Theory developed in this work discusses how HCNs’ perceptions of availability of i-deals to expatriates and/or themselves can impact HCNs’ organizational citizenship behaviors (OCBs) towards expatriates. These OCBs are known to impact expatriate adjustment. Moreover, this work identifies factors that can make some i-deals of expatriates more prominent to HCNs, and in turn influence HCN reactions. In doing so, this theoretical work also stimulates research on i-deal-related employee outcomes, which till now has ignored the context of expatriates (and hence the mobility of the i-dealer), as well as research on the juxtaposition of HR practices and i-deals. This work also contributes to the strategic human resource management (HRM) research by elucidating the role of i-deals in explaining variance in employee perceptions and reactions to HR practices.

How Sustainable Human Resource Management Practices Enhance Employee Performance? A Multilevel Study

A distinguishing feature of sustainable human resource management (HRM) research is that it emphasizes the mutual gains of HRM practices for firms and employees. Yet, how sustainable HRM practices may enhance employee performance remains understudied in the HRM-performance outcomes literature. Drawing on the job demands-resources (JD-R) model, we argued that sustainable HRM practices provide valuable workplace resources for enhancing employee resilience as a crucial personal resource, which in turn help to improve employee performance through its’ positive impact on work engagement. A multilevel and multisource study of a Chinese sample offers support for our theoretical predictions that employee resilience and work engagement serially mediated the cross-level relationship between sustainable HRM practices and employee performance. The paper contributes to our knowledge of how factors related employee wellbeing, namely employee resilience and work engagement, provide the underlying mediation mechanisms through which sustainable HRM practices influence the performance of employees.

The Role of Line-Managers and Co-workers in Employee Perceptions of HRM

Strategic human resource management (SHRM) research has shown that employees’ perceived human resource (HR) practices, rather than the implemented HR practices as rated by managers, have a larger influence on employees’ behavior and outcomes. This highlights the importance of studying employee perceptions of HR practices. However, despite the acknowledgment given to employees as key recipients of HRM, we still have a limited understanding of what factors explain and influence employee perceptions of HRM. Accordingly, the papers in this symposium aim to shed light on (a) the role of coworkers in influencing employee perceptions of HRM, and (b) the role of line-managers in influencing employee perceptions of HRM. Collectively the papers suggest that coworkers and line-managers play an important role in how employees experience HR practices. Stories they Tell: Understanding Co-workers as Sculptors of Employee Perceptions of HRM Practices Presenter: Sargam Garg; California State U. Sacramento Line-Managers and Employee Perceptions of High Performance Work Systems: A Psychometric Analysis Presenter: Jianmin Sun; School of Labor and Human Resources, Renmin U. of China Presenter: Lu Xing; Hunan U. Antecedents of Employee Perceptions of HR Practices and its Impact on Affective Commitment Presenter: Aneeqa Suhail; Human Resource Studies, Tilburg U. Presenter: Cecil Meeusen; KU Leuven, Centre for Sociological Research (CeSO) Presenter: Trui Steen; KU Leuven Faculty of Social Sciences Presenter: Jeske Van Beurden; Tilburg U. Do Managers and Employees See Eye to Eye? The Relation between HR Perceptions and Employee Outcomes Presenter: Jeske Van Beurden; Tilburg U. Presenter: Karina Van De Voorde; Tilburg U. Presenter: Marc Van Veldhoven; Tilburg U. Presenter: Kaifeng Jiang; Ohio State U.

Understanding the Evolution of International Human Resource Management Research

This paper aims to depict the evolution of international human resource management (IHRM) research by mapping the semantic structure of the literature over the last 25 years. We conduct a bibliometric analysis of 1,507 articles published in the field of IHRM at the keyword, thematic, and network levels. Our analysis reveals that IHRM research has a complex semantic structure that is socially constructed. We also identify the evolution of main research trends across three time windows and branch out key themes for each time window. This study employs the bibliographic coupling analysis to provide an accurate systematic interpretation of IHRM literature to identify the main research patterns in the field of IHRM and to interpret the core themes that contributed to the evolution of IHRM research.

Antecedents of Human Capital Erosion

Organizations have been increasingly challenged to evaluate and adjust their human capital to changing business demands and to fill in the skills gap required to maintain productivity. In this review, we analyze how human capital may erode within an organization. We define human capital erosion as human capital diminishment over time related to an individual’s knowledge, skills and abilities deviation from the required, leading to a lower value generation at a workplace. We gather antecedents of human capital value diminishment by looking at interdisciplinary strategic human resource management, management, and economics literature, and aim to develop a human capital erosion framework which integrates human capital erosion antecedents. Our theorizing contributes to strategic human resource management research by revealing how human capital erosion occurs in an organization and leads to reconsidering the meaning of human capital in strategic human resource management literature by demonstrating the importance of health as a component of human capital.

Strategic HRM: A COVID-Test

This paper explores the gaps in strategic human resource management research exposed by the COVID-19 pandemic with the aim of influencing future research on strategic human resource management (SHRM) in the era of environmental disruptions. Based on evidence from Danish companies and public organizations collected using a mixed-method sequential design, we discuss whether the existing theoretical frameworks in SHRM are capable of framing and delivering the academic knowledge needed to address the novel people-related challenges. We conclude that there is no need for new SHRM theory, as the main SHRM theoretical frameworks are still capable of framing the key challenges brought about by environmental disruptions like the COVID-19 pandemic. However, certain dimensions of those frameworks are becoming more relevant than others, some require minor adjustments, and it may be time to retire a few others.

Commitment based human resources practices and knowledge creation in ambidextrous organizations: A moderated mediation study on expatriates working in India

AbstractThrough the lens of organizational learning theory, we develop and test a moderated mediation model of commitment‐based HR practices (CBHRP), absorptive capacity, organization structure and routines, and knowledge creation in ambidextrous organizations. We test two new individual‐level dimensions of absorptive capacity (AC) in ambidextrous organizations: ambidexterity and flow experience. This empirical investigation is based on 377 expatriates who responded to our survey over two time periods working in various multinational organizations' R&D centers in India. Our findings suggest that CBHRP is critical in predicting knowledge creation and AC in an ambidextrous organizational context. Furthermore, we find that AC mediates the linkage between CBHRP and knowledge creation, and organization structure and routines (OSR) act as a moderator. Focusing on expatriates in ambidextrous organizations, our study extends contextual understanding of ambidextrous organizations and integrates organizational learning and knowledge creation theory into strategic human resources management (SHRM) research.

An exploration of contextual factors affecting the nexus of competitive strategy and human resource management practices in Nigeria emerging economy context

Despite increasing calls for context-specific and practice-based strategic human resource management research in emerging economies, to date there have been limited empirical studies on Nigeria, one of Africa’s largest economies and a newly emerging economy experiencing strong economic development, rapid industrialisation, and integration into global markets. This study explores the moderating influence of contextual factors on the nexus of competitive strategy (CS) and human resource management practices (HRMPs) in Nigeria. We employ the social and comparative institutional theories to address the moderating influence of the contextual factors on the CS–HRMP nexus using a qualitative research approach. Data were collected from thirty human resource management professionals and top management across medium-sized enterprises in Nigeria via semi-structured interviews. The resulting data were analysed through thematic analysis. We establish six main contextual factors—culture and value system, religion, ethnicity and linguistic affinity, economic factors, politics and governmental policies, and quality of education and low-skilled workforce—and the processes through which these factors influence the CS–HRMP nexus in Nigeria.

Research on Human Resource Management Strategy of Small and Medium Enterprises in Post-Corona era

In 2019, a virus called Covid-19 has swept across the world, causing a vital catastrophe to the companies and enterprises, especially small and medium-sized enterprises (SMEs) that are slightly weaker in risk defense. In the post-pandemic era, the normalization of Covid-19 is becoming a future trend, so finding new ways for companies to survive has become the focus of many scholars. Based on previous research, this paper summarizes the shortcomings and achievements of human resource management (HRM) research of SMEs and discusses the new questions such as innovation of incentive policies, building a talent sharing platform, and positively intervening in the psychological state of leaders and employees in the coming post-pandemic era. At the same time, this review paper also combines the research results of management psychology to discuss its role in the human resource management of SMEs.

Mapping employee involvement and participation in institutional context: Mick Marchington's applied pluralist contributions to human resource management research methods, theory and policy

AbstractOur paper examines how the work of Mick Marchington integrated older forms of employee participation with newer patterns of employee involvement. The paper shows how Employee Involvement and Participation (EIP) is central to contemporary Human Resource Management (HRM) in four distinct ways: first is the ‘theoretical’ integration of pluralism into newer HRM approaches; second is the ‘practical’ insights gained from what was happening at organisational level; third is the contributions to ongoing ‘policy debates’ about fair work; and finally, his emphasis on ‘context‐sensitive methods’ link macro, meso and micro developments. We refer to three specific projects and related periods: a Department of Employment funded project during the late 1980s and early 1990s which developed the waves and escalator concepts of EIP; a Chartered Institute of Personnel Development project concerned with employee voice and management choice in the 2000s, which gave insight to multiple meanings of EIP and strategic choice; and research concerned with the notion of fair voice from comparative cases studies across different liberal market economies from 2008 onwards. By reflecting on these research projects and periods we present a potential framework that offers continued longevity for the future study of HRM.

IT Project Management Resource

This study investigated the resource management plan as a group coordination strategy that encompasses the technology resources, the human IT resources, and the organizational resources, to accomplish a successful information system project. To obtain accurate data, this research used qualitative research and coding in the grounded theory, to explore resource management issues in the development of information systems. The results indicated that the stakeholders possessed different resources, and these resources shared amongst them is important, as these stakeholders have a common goal towards the software development project. Thus, the common goals and interests are essential to overcome the ineffective coordination between the vendors and clients. This study assesses resource management from the common goal identification perspective and extends resource management research from the internal organizations to external organizations. In practices, this study assists the group coordination strategy in designing a practicable resource management plan together.

The impact of knowledge sharing on employee performance at Palangka Raya's health college

The goal of human resource management research is to establish the impact of LMX on employee performance in health education institutions through job satisfaction and innovation moderated by knowledge exchange. It is critical for an organization's success to be able to apply LMX theory to work satisfaction, innovation, and knowledge exchange. Knowledge Sharing was used as a moderating variable in this study. Employees' inventive behavior is encouraged by the act of exchanging knowledge and collectively developing new knowledge, which involves synergistic teamwork between individuals. Quantitative research was used in this study. Questionnaires were distributed as part of the data collection process. The author enlisted the help of three Palangka Raya-based health education institutions as correspondents. On 75 respondents, data was collected using simple random sampling, and data was analyzed using descriptive statistical analysis and inferential statistical analysis. The findings revealed a link between LMX, innovation, and the moderating of knowledge sharing on performance. As a result of the findings, it is critical to use LMX and innovation in order to boost employee performance.

Key Success Factors of NGO Leadership that Leads to Sustainable and Effective Development: A Case on BRAC, Bangladesh

Research on leadership has been a fascinating area among Organizational Behavior and Human Resource Management researchers for the impact leaders make. The study adopted a qualitative case study method and conducted interviews with 26 managers from the top, middle, and lower management levels of BRAC. However, there was a cluster of behaviors and traits displayed across the levels, and we termed it as an inspirational style of leadership. We have also identified four dimensions of NGO success as perceived by the leaders: work orientation, culture and governance, operational aspect, and HR practices. The First findings, of this study, identify a unique leadership style i.e., inspirational leadership style. Second, it identifies the specific leadership attributes that exist in a successful NGO. Third, it provides glimpses into the organizational structure and governance of a successful NGO. Fourth, the NGO effectiveness parameters developed that can be used and validated as a measurement tool by quantitative researchers.

You’re so good-looking and wise, my powerful leaders! When deference becomes flattery in employee–authority relations

PurposeThe purpose of this study is to investigate the relationship between employees’ deference to leaders’ authority and their upward ingratiatory behavior, which may be invigorated by two personal resources (dispositional greed and social cynicism) and two organizational resources (informational justice and forgiveness climate).Design/methodology/approachIn this study survey data were collected among employees who work in the banking sector.FindingsStrict adherence to leaders’ authority stimulates upward ingratiatory behavior, especially when employees (1) have a natural tendency to want more, (2) are cynical about people in power, (3) believe they have access to pertinent organizational information and (4) perceive their organization as forgiving of mistakes.Practical implicationsFor human resource (HR) managers, this study points to the risk that employees’ willingness to comply blindly with the wishes of organizational leaders can escalate into excessive, inefficient levels of flattery. Several personal and organizational conditions make this risk particularly likely to materialize.Originality/valueThis study extends prior human resource management (HRM) research by revealing the conditional effects of an unexplored determinant of upward ingratiatory behavior, namely, an individual desire to obey organizational authorities unconditionally.

Moderating Effect of Job Satisfaction on the Relationships between Leadership Skill, Job Stress and Job Performance among Female Managers in China

Employee performance in human resources management research is an evergreen subject and is relevant for further review. Employers should consider what constitutes to work performance since knowing variables that can affect the performance of workers can also help the organizations in the long run because after all, the performance of individual employees will also determine organizational performance as a whole.The method for this study is using questioannires survey. The questionnaires were distributed to 489 female managers in China from manufacturing industry (new energy, food manufacturing, textiles, computer manufacturing and communications manufacturing). The data was analyzed by using SPSS 20 for descriptive statistics and PLS 3 for inferential analysis.The result found that leadership skills and job satisfaction have a positive and significant relationship with job performance among female managers in China. Meanwhile, job stress has a negative and significant relationship with job performance among female managers in China. Additionally, this study found that job satisfaction moderates the relationships between leadership skills, job stress, and job performance. The findings of this study can assist both employees and employers to better understand the factors that could influence female managers’ job performance. The paper concludes with implications for both theory and practice. Keywords: Job satisfaction, leadership skill, job stress, employee performance, female managers, China

Informal network context: deepening the knowledge and extending the boundaries of social network research in international human resource management

While informal networking has been universally regarded as an important feature of expatriate effectiveness, respective network constructs (yongo, wasta, blat/svyazi, etc.) remain weakly understood when taking expatriates’ ability to connect to local networks into account. Drawing on informal institution and social capital theory, we present informal networks as an important contextual factor in international human resource management (IHRM), relevant to the work of expatriates in particular. We define informal networks by pointing out their distinctive nature in contrast to social networks and developing central themes to guide future research in this area. This is achieved by integrating the informal network context into research themes relevant to the IHRM domain. In this article, seven research themes centering on focal research questions are developed, which, taken together, constitute a future research agenda and expand the typical domain of IHRM research in the informal network context.

Spatiotemporal patterns of precipitation based on the Bayesian maximum entropy method in a typical catchment of the Heihe River watershed, northwest China

ABSTRACT Precipitation patterns are vital to water resource management and hydrological research, especially in the upper reaches of inland rivers in arid and semiarid areas. However, estimating spatiotemporal precipitation patterns at a basin scale is challenging due to limited observations. In this study, spatiotemporal patterns of precipitation amount, frequency, duration, and intensity at different time scales from 2014 to 2019 are estimated using the Bayesian maximum entropy method in the Tianlaochi catchment of the Heihe River watershed, northwest China. The study's results show that the annual average precipitation amount was 535.9 mm from 2014 to 2019, with precipitation amount between May and September accounting for 85.9% of the annual precipitation amount. For daily precipitation, the average frequency rate of light precipitation is highest at 59.55%, however, the average contribution rate of moderate precipitation is highest at 50.33%. The spatial distribution of precipitation is characterized by high-value areas concentrated in the central valley and low-value areas located at the catchment's outlet. The most important driving factors of precipitation patterns are elevation, relative humidity, and wind direction. These outcomes can be used to establish accurate hydrological models in the catchment and provide support for water resource management in the Heihe River watershed.

Prediction Model for Daily Reference Crop Evapotranspiration Based on Hybrid Algorithm in Semi-Arid Regions of China

The accurate estimation of reference crop evapotranspiration (ETO) plays an important role in guiding regional water resource management and crop water content research. In order to improve the accuracy of ETO prediction in regions with missing data, this study used the partial correlation analysis method to select factors that have a large impact on ETO as input combinations to construct ETO estimation models for typical stations in semi-arid regions of China. A biological heuristic optimization algorithm (Golden Eagle optimization algorithm (GEO) and Sparrow optimization algorithm (SSA)) and Extreme Learning Machine model (ELM) were combined to improve the estimation accuracy. The results showed that Ra was the primary factor affecting the ETO model, with an importance range of 0.187–0.566. Compared with the independent ELM model, the hybrid model has higher accuracy and stability. The estimated value of the SSA-ELM model under five-factor input condition (Ra, RH, Tmax, Tmin, U2) is closest to the standard value calculated by FAO56 PM: RMSE = 0.067–0.085, R2 = 0.998–0.999, MAE = 0.050–0.066 and NSE = 0.998–0.999. In general, the combination of a partial correlation analysis algorithm and a hybrid model can be used to estimate ETO with high accuracy under the condition of reducing input factors. Use of the first five factors extracted from the partial correlation analysis algorithm as input to build an ETO estimation model based on SSA-ELM in China’s semi-arid regions is recommended, which can also provide a reference for ETO estimation in similar regions.

You are drafted: the role of employee and manager human capital on employee career advancement

PurposeThis study examines how managers' human capital, time spent with employees and employees' human capital can influence employees' career advancement. While research tends to find a positive relationship between human capital and career advancement, less attention is paid the effect of managers' human capital on employee careers. A combination of human capital and social capital theories is used to develop hypotheses.Design/methodology/approachA five-year sample of American football players selected in the National Football League (NFL) draft is used to test the hypotheses. Archival data for human capital, social capital and career success measures are used, and OLS regression analyses test the hypotheses.FindingsThe authors find employees with higher levels of human capital experience greater career advancement. Managers' human capital moderates this relationship and the length of time worked together by the employee–manager dyad. The relationship between employees' human capital and career advancement is strengthened when managers have high levels of human capital.Practical implicationsThe results of this study indicate that individuals with higher levels of human capital and social capital have greater career success. When individuals have higher levels of human capital it is important for them to determine how long they should work for a particular manager before advancing in their careers. Individuals with higher levels of human capital may need lees time working for a manager than those with lower levels of human capital before advancing in their careers.Originality/valueThis study contributes to careers and human resource management research by examining the moderating impact that manager human capital and time employees spend with a manager have on the relationship between employee human capital and employee career advancement.

Expatriate family adjustment: How organisational support on international assignments matters

This research examines how organisational support mechanisms extended to expatriate families influence the adjustment of the expatriate, the spouse, and accompanying children. We present data from 173 accompanying expatriate spouses in China and 135 expatriates employed in foreign and local multinationals in China. We report on expatriates' perceptions about the impact of organisational support on the adjustment of their spouse and children. We also report on their perception of how organisational support influences their own adjustment. Our study reveals that organisational support positively influences the adjustment of expatriates, their spouses and children, although the dynamics among family members differ. Noteworthy results include that children's adjustment impacts the expatriate spouse directly and the expatriate's adjustment indirectly, emphasizing the importance of direct organisational support for the family unit beyond the expatriate. The paper offers implications for international human resource management researchers and practitioners.