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Journal Cover Asia Pacific Journal of Human Resources
  [SJR: 0.494]   [H-I: 19]   [330 followers]  Follow
   Hybrid Journal Hybrid journal (It can contain Open Access articles)
   ISSN (Print) 1038-4111 - ISSN (Online) 1744-7941
   Published by John Wiley and Sons Homepage  [1592 journals]
  • Bullying bystander reactions: a case study in the Taiwanese workplace
    • Authors: Shu-Hua Wu; Cou-Chen Wu
      Abstract: This study aimed to describe bystander interactions with targets, bullies, and organizational factors in a Taiwanese office context. Various factors shape bystanders’ perceptions of bullying, and how those perceptions subsequently influence bystanders’ reactions. Data were collected through conversational interviews and selective thematic analyses were undertaken to explore participants’ lived experiences. The interview findings identified the main theme of ‘injustice’ and revealed that bystanders’ reactions depend on how the organization handles bullying incidents. An experience of injustice typically had a considerable influence on participants’ work engagement and loyalty toward the organization. A lack of managerial involvement in preventing bullying behavior increased bystanders’ turnover intention and negatively affected the company's bottom line. The results reveal the importance of including bystanders in future interventions against workplace bullying. This study contributes to the extant workplace bullying research by describing bystanders’ reactions and the consequences for organizations.
      PubDate: 2018-02-05T20:45:49.031353-05:
      DOI: 10.1111/1744-7941.12175
  • The diverging paths of skilled immigration in Singapore, Japan and Korea:
           policy priorities and external labor market for skilled foreign workers
    • Authors: Oh-Jung Kwon
      Abstract: This article compares the nature of skilled immigration in Singapore, Japan and Korea. Facing skill-shortage problems due to economic and demographic transitions, these countries responded to the challenges by adopting different modes of skilled immigration. A comparison of the three countries reveals that they displayed substantial variation in the liberalization of skilled immigration and the incorporation of skilled foreign workers into local labor market. Singapore developed formal and qualification-centered schemes for employing skilled immigrants with active government involvement. Japan maintained temporary and separate employment tracks for foreign skilled workers under strict national guidance. Korea extended the use of foreign skills as substituting labor to meet immediate labor demands in niche labor markets with less systematic government supervision. This study argues that within largely weak interest politics, the distinctive roles of governments and the varying degrees of formalization of foreign labor market led to the different modes of skilled immigration across the three countries. The comparison in this study implies that compared to the state-led programs, systematic and formalized schemes in the foreign labor market may lessen the informal penalties imposed for foreignness and thus lead to better economic incorporation.
      PubDate: 2018-01-03T20:35:33.340187-05:
      DOI: 10.1111/1744-7941.12173
  • Issue Information - TOC
    • Pages: 1 - 2
      PubDate: 2018-01-15T00:35:57.756277-05:
      DOI: 10.1111/1744-7941.12161
  • Editors’ note
    • Authors: Timothy Bartram; Fang Lee Cooke
      Pages: 3 - 5
      PubDate: 2018-01-15T00:35:57.651442-05:
      DOI: 10.1111/1744-7941.12174
  • Sexual harassment training: explaining differences in Australian and US
    • Authors: Hugh TJ Bainbridge; Elissa L Perry, Carol T Kulik
      Abstract: Sexual harassment (SH) is an increasingly prominent issue for organisations across the Asia Pacific. However, despite the costs of SH, there has been little consideration of why approaches to SH training vary so widely across countries. We report findings from two national surveys that document the prevalence and characteristics of SH training in Australian and US organisations. Results indicate that training was more prevalent in US organisations. We also examined whether differences in provision and type of training across the two countries was a function of differences in practitioner knowledge about training (a knowing gap) or the ability to use training best practices (a doing gap). There was some evidence of a doing gap reflecting differences in resource availability across the two countries. Findings suggest that practitioners in US organisations have access to more training resources, and are more likely to devote those resources to SH training.
      PubDate: 2017-12-08T00:35:55.945836-05:
      DOI: 10.1111/1744-7941.12169
  • Conflict management for co-ordination between shift teams in Shanghai
           subway stations
    • Authors: Xin-an Zhang; Huihua Liu, Yushen Shi, Dean Tjosvold
      Abstract: Conflict among teams is inevitable in a multiteam system. Drawing on the theory of co-operation and competition, we proposed and tested a model linking the approaches teams adopt to conflict, inter-team co-ordination, and multiteam system performance. Data collected from 123 operation teams in 44 subway stations in Shanghai revealed that co-operative conflict management positively related to inter-team co-ordination, which in turn positively related to performance of the multiteam system. The relationship between competitive conflict management and inter-team co-ordination was insignificant and was moderated by co-operative conflict management. When co-operative conflict management was at a low level, competitive conflict management negatively related to inter-team co-ordination.
      PubDate: 2017-11-30T04:25:28.803424-05:
      DOI: 10.1111/1744-7941.12172
  • Scholars, strategists or stakeholders' Competing rationalities and
           impact of performance evaluation for academic managers in Chinese
    • Authors: Meng Wang; Michael J Morley, Fang Lee Cooke, Jiuping Xu, Huimin Bian
      Abstract: The education sector is an important pillar of a nation's economic and social development. Yet, limited research has been conducted on the performance management of those in managerial positions in the Chinese higher education sector context. Given the Chinese government's recent espoused ambition, and resource commitment, to build world-class universities and world-class disciplines, this is a significant gap. Drawing on data collected from 18 semi-structured interviews and 693 survey responses, we examine the relationship between the extent to which performance evaluation is used for monitoring and decision-making purposes, and role conflict, organizational citizenship behavior and performance. Our study contributes to existing knowledge on the performance management system in the Chinese higher education sector by revealing its unique characteristics underpinned by competing rationalities and demands on academic leaders. It highlights the need for improvement in human resource management if China is serious in building first-class universities.
      PubDate: 2017-11-24T04:25:26.56626-05:0
      DOI: 10.1111/1744-7941.12171
  • Effects of stress interviews on selection/recruitment function of
           employment interviews
    • Authors: Chien-Cheng Chen; Yu-Hsuang Lee, Ting-Chun Huang, Shu-Fen Ko
      Abstract: Stress interviews can help interviewers effectively measure and evaluate job applicants’ emotion regulation in highly stressful settings. This research uses 90 applicants and 62 interviewers as a sample in real interview settings. Results show that there was a positive relationship between interviewers’ use of stress interviews and the interviewers’ accuracy in assessing applicants’ emotion-regulation abilities, but that there was a negative relationship between interviewers’ use of stress interviews and applicants’ perceptions of interviewer friendliness and organizational attraction. Implications of this study's findings, contributions, and limitations, as well as future research directions, are discussed.
      PubDate: 2017-11-06T01:00:22.992724-05:
      DOI: 10.1111/1744-7941.12170
  • Humor and workplace stress: a longitudinal comparison between Australian
           and Chinese employees
    • Authors: Rong Wang; Darius Kwan Shing Chan, Yong Wah Goh, Melissa Penfold, Timothy Harper, Tim Weltewitz
      Abstract: This study investigates how humor usage (including positive and negative humor styles) influences employees' responses to the same stressful events, namely, the auto-correlation between stress experiences at two time points. Moreover, it examines differences between Australian and Chinese employees in such effects via bicultural comparisons. Results from a two-wave survey of 109 Australian and 141 Chinese employees indicated that humor usage moderated the StressTime1 – StressTime2 relationship for Australian employees but not for Chinese employees. Specifically, the positive relationship between the two stress measures became weaker for Australians who were higher in humor than those lower in humor. Similarly, Positive humor mitigated the relationship between StressTime1 and StressTime2 only for the Australians but not the Chinese. However, Negative humor exerted no influence on the focal relationship in either sample. Organizations should encourage employees to use humor in effective ways, thereby improving stress coping skills and reducing workplace stress.
      PubDate: 2017-07-28T00:50:21.841426-05:
      DOI: 10.1111/1744-7941.12157
  • Human resource management policy choices, management practices and health
           workforce sustainability: remote Australian perspectives
    • Authors: Leigh-ann Onnis
      Abstract: The challenges for health professionals working in remote regions are diverse, particularly where voluntary turnover is high. This study examined the influence of management practices on workforce sustainability in remote regions of northern Australia using human resource management (HRM) policy choices. In this study, 24 semi-structured interviews with HR managers, health professionals and health managers revealed that the impact of HRM policy choices on remote workforce sustainability is significantly influenced by management practices. The emergent themes depict work environments where ineffective management practices for recruitment, remuneration, resourcing and relationships have profound consequences. Despite these contextual challenges, examples emerged where effective management practices created stability and improved retention. Hence, the findings suggest that sustainable remote health workforces are achievable where localised management practices improve equity, where employee–manager relationships are fostered, and where there is equitable access to resources and professional development.
      PubDate: 2017-07-24T05:50:21.412554-05:
      DOI: 10.1111/1744-7941.12159
  • Gender diversity from the top: the trickle-down effect in the Australian
           public sector
    • Authors: Jill A Gould; Carol T Kulik, Shruti R Sardeshmukh
      Abstract: Organisational strategies to achieve gender diversity have tended to focus on ‘bottom-up’ approaches such as mentoring or leadership training. We investigate an alternative ‘top-down’ approach: the trickle-down effect. We integrate theories from the psychology and management literatures to hypothesise a positive relationship between female representation at two levels. Data from 20 departments in an Australian public service were collected for the period 2002–2012. Female executive representation in 1 year had a positive impact on female representation in the executive feeder group in the following year. The trickle-down effect was strongest in the first 2 years, but still significant after 5 years. We investigated two moderators, department size and gender diversity target. The effect was stronger in large departments. Surprisingly, the gender diversity target strengthened the trickle-down effect only when female executive representation was under 15%. Our finding of a trickle-down effect suggests public sector departments should consider appointing women to senior roles as a top-down strategy for increasing organisational gender diversity.
      PubDate: 2017-07-17T06:55:21.238267-05:
      DOI: 10.1111/1744-7941.12158
  • How do department high-performance work systems affect creative
           performance' a cross-level approach
    • Authors: Changqing He; Jibao Gu, Hefu Liu
      Abstract: In this study, we examine the relationship between department high-performance work systems (DHPWS) and employees’ creative performance. Data are obtained from a sample of 335 employees in 74 departments in People's Republic of China. Results of hierarchical linear modeling reveal that DHPWS are positively related to employees’ creative performance, and organizational citizenship behavior (OCB) partially mediates that relationship. Perspective taking, which represents a cognitive factor in which employees focus on others and adopt others’ viewpoint in order to better understand their preferences and values, moderates the DHPWS–OCB relationship. However, perspective taking does not serve as a moderator between DHPWS and employees’ creative performance. These findings shed new light on the mechanisms through which DHPWS influence employees’ creative performance and contribute to the strategic HRM and creativity literature. We discuss implications of these results for research and practice.
      PubDate: 2017-07-07T03:46:34.312252-05:
      DOI: 10.1111/1744-7941.12156
  • Making sense of sexual harassment: narratives of working women in Sri
    • Authors: Arosha S Adikaram
      Abstract: The purpose of this paper is to explore how Sri Lankan women make sense of their experiences of sexual harassment at the workplace using Weickian's ‘sense-making in organizations’ as the theoretical lens. Drawing from three narratives of working women, the findings indicate how women seek to understand what is going on, through a complex and interrelated process of enacting, selection, action and reaction, where retrospection, focusing and extracting on cues, social processes and identity construction, takes place in an ongoing process of sense-making. The findings move beyond previous studies by providing an in-depth understanding of the multifaceted process of sense-making in its entirety from experiencing sexual harassment to responding to it, in a backdrop of cultural norms and beliefs.
      PubDate: 2017-06-19T01:26:02.678145-05:
      DOI: 10.1111/1744-7941.12154
  • Control and involvement HR practices in Indian call centres: still
           searching for answers
    • Authors: Subramaniam Ananthram; Stephen TT Teo, Julia Connell, Adelle Bish
      Abstract: Call centres were established primarily to reduce organizational costs while simultaneously providing high-quality customer service. To support this ‘twin constraints’ strategy, a range of human resource (HR) practices tends to be used in call centres that focus simultaneously on both control and involvement. To date, there has been a lack of empirical evidence concerning the outcome of such HR practices on call centre frontline staff (call centre representatives – CCRs). Consequently, this paper attempts to bridge this gap using a sample of 250 CCRs from Indian call centres. The findings show that, while the simultaneous use of involvement-and control-oriented HR practices had a positive impact on CCR job satisfaction, it also resulted in employee exhaustion and disengagement. These findings suggest that while involvement-oriented HR practices enhance CCR job satisfaction, they come at a cost which is potentially a key factor leading to high CCR turnover.
      PubDate: 2017-05-26T00:00:02.250712-05:
      DOI: 10.1111/1744-7941.12153
  • Green human resource management practices: scale development and validity
    • Authors: Guiyao Tang; Yang Chen, Yuan Jiang, Pascal Paillé, Jin Jia
      Abstract: Previous studies on green human resource management (GHRM) are mainly positioned at theoretical or qualitative level. There is urgent need to develop a valid measurement of GHRM and then to offer more insights into the implication of it on individual or organizational performance. The aim of this study was to propose and validate an instrument to measure GHRM. Based on exploratory analysis (study 1), it was established that GHRM includes five dimensions: green recruitment and selection, green training, green performance management, green pay and reward, and green involvement. Confirmatory factor analysis (study 2) was used to confirm the factor structure of study 1. The results indicated that the proposed measurement is valid. This study is the first and also the most comprehensive one to measure main human resource practices for environmental management, which can provide broader focus for further research and for practitioners.
      PubDate: 2017-03-24T06:55:35.364099-05:
      DOI: 10.1111/1744-7941.12147
  • Cross-level effects of high-commitment work systems on work engagement:
           the mediating role of psychological capital
    • Authors: Shu-Ling Chen
      Abstract: This study integrates theories from strategic human resource management and the job demands – resources model and focuses on exploring the cross-level relationship between high-commitment work systems and work engagement. It includes further investigation into whether the emerging core construct of positive psychological capital plays a role in mediating the effects of high-commitment work systems on work engagement. Data were collected from multiple sources, including 94 managers and 344 service employees at 47 stores in Taiwanese retail chain enterprises. The study's results show that high-commitment work systems are positively correlated with work engagement and mediate work engagement through psychological capital. The implications of this research and possible limitations and directions for future research are then discussed.
      PubDate: 2017-03-07T23:50:33.321447-05:
      DOI: 10.1111/1744-7941.12144
  • What one thinks determines one's actions: the importance of employees’
           perception in implementing HR systems
    • Authors: Jang-Ho Choi
      Abstract: Although a number of studies have focused on the mediating relationship between HR systems and performance at both a firm-level analysis and a cross-level analysis, only a few have examined the importance of employees’ perception in implementing HR systems. Using a massive database that included 6709 employees in 245 manufacturing firms in South Korea, this study examines the relationship between HR systems and two types of firm performance – financial performance and employee job satisfaction – through regression analyses and hierarchical linear modeling. In addition, the study investigates the mediating effect of the employees’ positive perception of HR systems. The results indicate that HR systems had an influence on the performance of firms and that the employees’ positive perception of HR systems had a mediating effect on the HR–performance relationship in both a firm-level and a cross-level analysis.
      PubDate: 2017-02-28T23:50:23.566685-05:
      DOI: 10.1111/1744-7941.12146
  • Subordinate's proactivity in performance planning: implications for
           performance management systems
    • Authors: Alfred Presbitero; Mendiola Teng-Calleja
      Abstract: Previous studies have called for the investigation of individual-level factors that influence performance management systems. Drawing on self-regulation theory, this study investigates subordinate's proactivity in performance planning. Self-regulation theory suggests that individuals can actively participate in planning for the future by having standards and monitoring themselves through self-regulatory processes. Given the integral role that subordinates play in the effectiveness of performance management systems, this study carefully examines their self-regulation in the form of proactivity in relation to performance planning. Using matched data obtained from 225 subordinates and their respective supervisors in an organisation in Australia, results show that proactive personality or the tendency of an individual to be relatively unconstrained by situational factors is found to be positively and significantly related to proactive performance planning. In addition, results show that proactive feedback-seeking behaviour or the active solicitation of feedback partially mediates the relationship between proactive personality and proactive performance planning.
      PubDate: 2017-02-28T00:05:27.908033-05:
      DOI: 10.1111/1744-7941.12149
  • How likely am I to return home' A study of New Zealand self-initiated
    • Authors: Valerie Lindsay; Revti Raman Sharma, Shaleen Rashad
      Abstract: Our study contributes to the research domain of self-initiated repatriation, focusing on the drivers of self-initiated expatriates’ intention to repatriate (ITR). We examine the impact of selected individual characteristics (gender, ethnicity, international experience), contextual factors (spouse job availability, nature of networks, host-country location) and the established home-country pull factors (economic opportunities, lifestyle and relational considerations) on self-initiated expatriates’ ITR. We also examine the moderating effects of gender and international experience. Based on a sample of 248 New Zealand self-initiated expatriates (SIEs), the findings support the role of the established home-country pull factors, but a number of the additional contextual factors and individual characteristics of SIEs, as well as the moderation effects of gender and international experience represent new findings and offer contributions to the SIE repatriation literature.
      PubDate: 2017-02-27T23:55:42.279686-05:
      DOI: 10.1111/1744-7941.12148
  • Exploring the antecedents of employees’ developmental network
           characteristics: does context matter'
    • Authors: Jeong Won Lee
      Abstract: Reflecting today's turbulent business environment, mentoring research has broadened its focus from traditional dyadic relationships to developmental networks. Drawing on developmental network and social information processing theory, the present study examined the effects of work context on employees’ developmental network characteristics. The multi-level data collected from 681 employees at 42 companies in Korea provided empirical evidence of the influence of three contextual factors (industry sector, organizational culture, and HR practice). Specifically, service firms showed a positive relationship with employees’ network range and relationship strength with developers (or multiple mentors). Adhocracy culture was positively associated with the range, strength, and size of developmental networks, whereas market culture showed a negative relationship with tie strength. Finally, formal mentoring programs were found to be positively related to tie strength and negatively related to network size. These findings extend previous developmental network research by integrating contextual factors, which have thus far been neglected.
      PubDate: 2017-02-24T00:05:31.892206-05:
      DOI: 10.1111/1744-7941.12145
  • The direct and moderating effect of learning orientation on individual
           performance in the banking industry in China: contextualization of
           high-performance work systems
    • Authors: Nan Ning; Jue Wang, Zhaohong Lin, Zhiyu Zheng
      Abstract: Extant research on learning orientation (LO) has primarily examined the effects of LO on organizational-level performance from a management perspective. Meanwhile, the black box relationship between high-performance work systems (HPWS) and individual outcomes has not been fully explored. The current study examines the cross-level relationship between perceived unit-level LO and individual-level performance and investigates the moderation effect of LO in the HPWS – individual performance relationship. With a participant sample of 1887 individuals from 74 work-units in the banking industry in China, a cross-level model was tested using hierarchical linear modeling. Work-unit-level LO was found to have significant impact on individual performance and positively moderate the relationship between HPWS and individual performance. The implications of these findings and the research limitations were also discussed.
      PubDate: 2017-02-16T00:05:30.437558-05:
      DOI: 10.1111/1744-7941.12141
  • High-performance work systems and employee engagement: empirical evidence
           from China
    • Authors: Yufang Huang; Zhenzhong Ma, Yong Meng
      Abstract: Employee engagement and commitment has been a very important issue in human resource managers’ agenda. The present study adds to the literature by examining the impact of high-performance work systems (HPWS) on employee attitudes and on employee engagement in China in response to the increasing interest in the universalistic effects of HPWS in the globalized world market. With the data from 782 employees working in China's manufacturing and service sectors, this study shows that HPWS are positively related to employees’ positive mood and job satisfaction, and that job satisfaction and positive mood lead to high employee engagement. Moreover, employee's positive mood and job satisfaction also mediate the relationship between HPWS and employee engagement. The result helps explore one mechanism via which HPWS affect employee behaviors and provides empirical evidence for the applicability of HPWS in an international context.
      PubDate: 2017-02-13T01:15:27.362075-05:
      DOI: 10.1111/1744-7941.12140
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