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HUMAN RESOURCES (103 journals)                     

Showing 1 - 101 of 101 Journals sorted alphabetically
Accounting and Business Research     Hybrid Journal   (Followers: 37)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 4)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 35)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 24)
Accounting Forum     Hybrid Journal   (Followers: 31)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 47)
Advances in Accounting     Hybrid Journal   (Followers: 14)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 33)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 9)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 25)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 49)
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 331)
Asian Review of Accounting     Hybrid Journal   (Followers: 2)
Attachment & Human Development     Hybrid Journal   (Followers: 12)
Australian Accounting Review     Hybrid Journal   (Followers: 5)
British Accounting Review     Hybrid Journal   (Followers: 11)
Burnout Research     Open Access   (Followers: 10)
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 33)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 1)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 19)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 3)
European Accounting Review     Hybrid Journal   (Followers: 22)
European Journal of Training and Development     Hybrid Journal   (Followers: 13)
Evidence-based HRM     Hybrid Journal   (Followers: 6)
FOR Rivista per la formazione     Full-text available via subscription  
German Journal of Human Resource Management     Hybrid Journal   (Followers: 7)
HR Future     Full-text available via subscription   (Followers: 4)
Human Relations     Hybrid Journal   (Followers: 66)
Human Resource and Organization Development Journal     Open Access   (Followers: 6)
Human Resource Development International     Hybrid Journal   (Followers: 27)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 31)
Human Resource Development Review     Hybrid Journal   (Followers: 33)
Human Resource Management     Hybrid Journal   (Followers: 91)
Human Resource Management Journal     Hybrid Journal   (Followers: 86)
Human Resource Management Research     Open Access   (Followers: 27)
Human Resource Management Review     Hybrid Journal   (Followers: 65)
Human Resource Research     Open Access   (Followers: 1)
Intangible Capital     Open Access   (Followers: 2)
International Journal of Accounting     Hybrid Journal   (Followers: 2)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 20)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 8)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 15)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 16)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 12)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 3)
International Journal of Economics and Accounting     Hybrid Journal   (Followers: 3)
International Journal of Ethics and Systems     Hybrid Journal   (Followers: 3)
International Journal of Human Capital and Information Technology Professionals     Full-text available via subscription   (Followers: 4)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 57)
International Journal of Human Resource Studies     Open Access   (Followers: 17)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 31)
International Journal of Management Development     Hybrid Journal   (Followers: 13)
International Journal of Management Education     Hybrid Journal   (Followers: 10)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 6)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 51)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 8)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Journal of Accounting Research     Hybrid Journal   (Followers: 37)
Journal of Advances in Management Research     Hybrid Journal   (Followers: 2)
Journal of Chinese Human Resource Management     Hybrid Journal   (Followers: 8)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 4)
Journal of Corporate Citizenship     Full-text available via subscription   (Followers: 1)
Journal of Enterprising Communities People and Places in the Global Economy     Hybrid Journal   (Followers: 1)
Journal of Global Responsibility     Hybrid Journal   (Followers: 5)
Journal of HR intelligence     Open Access   (Followers: 1)
Journal of Human Capital     Full-text available via subscription   (Followers: 14)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 24)
Journal of Human Resource and Sustainability Studies     Open Access   (Followers: 1)
Journal of Human Resource Costing & Accounting     Hybrid Journal   (Followers: 5)
Journal of Human Values     Hybrid Journal   (Followers: 5)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Journal of Marketing and HR     Open Access   (Followers: 7)
Journal of Organizational Effectiveness : People and Performance     Hybrid Journal   (Followers: 9)
Journal of Professions and Organization     Free   (Followers: 6)
Journal of Service Management     Hybrid Journal   (Followers: 9)
Kelaniya Journal of Human Resource Management     Open Access  
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 13)
NHRD Network Journal     Full-text available via subscription  
Open Journal of Leadership     Open Access   (Followers: 19)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 77)
Pacific Accounting Review     Hybrid Journal  
Personality and Individual Differences     Hybrid Journal   (Followers: 28)
Personnel Assessment and Decisions     Open Access   (Followers: 2)
Personnel Review     Hybrid Journal   (Followers: 16)
Professions and Professionalism     Open Access   (Followers: 9)
Psychologie du Travail et des Organisations     Hybrid Journal  
Public Personnel Management     Hybrid Journal   (Followers: 14)
Qualitative Research in Accounting & Management     Hybrid Journal   (Followers: 7)
Quarterly National Accounts - Comptes nationaux trimestriels     Full-text available via subscription  
Research in Accounting Regulation     Hybrid Journal   (Followers: 2)
Research in Human Development     Hybrid Journal   (Followers: 6)
Review of Accounting Studies     Hybrid Journal   (Followers: 28)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 12)
Review of Quantitative Finance and Accounting     Hybrid Journal   (Followers: 9)
Revista Gestión de las Personas y Tecnología     Open Access  
Revista Portuguesa e Brasileira de Gestão     Open Access  
South Asian Journal of Human Resources Management     Full-text available via subscription   (Followers: 4)
Southern African Journal of Accountability and Auditing Research     Full-text available via subscription  
Sri Lankan Journal of Human Resource Management     Open Access   (Followers: 1)
Strategic HR Review     Hybrid Journal   (Followers: 9)

           

Similar Journals
Journal Cover
German Journal of Human Resource Management
Journal Prestige (SJR): 0.15
Number of Followers: 7  
 
  Hybrid Journal Hybrid journal (It can contain Open Access articles)
ISSN (Print) 2397-0022 - ISSN (Online) 2397-0030
Published by Sage Publications Homepage  [1141 journals]
  • Editorial
    • Authors: Marion Festing, Axel Haunschild
      Pages: 3 - 5
      Abstract: German Journal of Human Resource Management, Volume 35, Issue 1, Page 3-5, February 2021.

      Citation: German Journal of Human Resource Management
      PubDate: 2021-02-01T11:06:42Z
      DOI: 10.1177/2397002220987192
      Issue No: Vol. 35, No. 1 (2021)
       
  • Developments in the HRM–Performance Research stream: The mediation
           studies
    • Authors: Stephen Wood
      Pages: 83 - 113
      Abstract: German Journal of Human Resource Management, Volume 35, Issue 1, Page 83-113, February 2021.
      Testing Human Resource Management (HRM)’s effect on organisational performance has been a core part of HRM research over the past 25 years. Whereas pioneering studies in the field neglected the mechanisms explaining this relationship, treating it as a ‘black box’, in the last decade the focus has been on examining the mediators of this relationship. Most recently, a series of reviews has been more critical of the field, particularly highlighting its diversity and underplaying of employee involvement, a concern central to its inception. This paper assesses these mediation studies in the light of these concerns, which provide criteria by which I summarise them and assess the extent to which they have advanced the field. The analysis demonstrates that the main problems of the black-box studies remain: the misalignment of the use of additive indexes and the theory of synergistic relationships, confusion over analysis methods, inadequate justification of the selection of practices in the empirical investigations, and under-representation of employee involvement. The researchers continue to present the field as a unified one. However, since the majority of studies are centred on high-performance work systems, there is a clear schism across them between these studies and those centred on high-involvement management. The paper reinforces the importance of this distinction, on the basis that a high-performance work system is a technology, a set of sophisticated personnel practices, whereas high-involvement management is a managerial philosophy or orientation towards fostering employee involvement. The paper concludes by suggesting ways of overcoming the recurring problems in HRM–performance research, and how these vary between the two perspectives.
      Citation: German Journal of Human Resource Management
      PubDate: 2021-01-15T06:02:46Z
      DOI: 10.1177/2397002220986943
      Issue No: Vol. 35, No. 1 (2021)
       
  • Collective resources for individual recovery: The moderating role of
           social climate on the relationship between job stressors and work-related
           rumination – A multilevel approach
    • Authors: Roman Pauli, Jessica Lang
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      In this study, we link cognitive processes of recovery to the social context in which employees experience job stressors. The aim was to examine how the social context in which employees experience work stressors is associated with individuals’ work-related thoughts in nonwork time and thus may prolong work-related mental efforts beyond working hours. We used aggregated individual ratings on social relations with colleagues and supervisors as a primer for social climate within workgroups, calculated the rate of permanent employment contracts per workgroup as a proxy for the stability of social relations within workgroups and used organizational affiliations to specify job settings in terms of routine versus creative tasks. Drawing on cross-sectional data from a psychosocial risk assessment and occupational health promotion survey of N = 1836 employees in 118 workgroups with different occupations at a German university, we tested multilevel random-coefficient models for affective rumination and problem-solving pondering. Results indicated a negative association of collegial climate with affective rumination but no association with problem-solving pondering. Supervisory climate was unrelated to both types of ruminative thinking. The stability of social relations within workgroups was negatively associated with affective rumination as well as with problem-solving pondering, whereas the job setting was only associated with problem-solving pondering. A cross-level interaction indicated a positive moderation effect of collegial climate on the relationship between job stressors and affective rumination. The findings indicate that a positive collegial climate can buffer the negative impact of low to average levels of job stressors on work-related thoughts and lead to the conclusion that the social context in which job stressors are experienced may alter individuals’ ability to mentally unwind from work.
      Citation: German Journal of Human Resource Management
      PubDate: 2021-03-26T06:29:38Z
      DOI: 10.1177/23970022211002361
       
  • ‘Beyond the clash'’: Union–management partnership through social
           dialogue on sustainable HRM. Lessons from Belgium
    • Authors: Peggy De Prins
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      The purpose of this article is to explore the concept of intended versus real partnerships between unions and management in relation to social dialogue on sustainable HRM within a historically grown institutional context of dominant conflict thinking in Belgium. In-depth qualitative data was retrieved from unions and managers within leading companies in the Belgian chemistry and the life sciences sector. The central goal was to examine how sustainable HR issues can strengthen the partnership relationship between unions and management and what kind of paradoxical tensions they face in this regard. The data supports the idea of a hybrid, (neo)pluralistic approach, within which any polarizing ‘we are against them’ mindset cannot be fully ruled out and may even be fruitful in achieving win-win solutions.
      Citation: German Journal of Human Resource Management
      PubDate: 2021-03-26T06:27:19Z
      DOI: 10.1177/2397002221995807
       
  • Always on, never done' How the mind recovers after a stressful
           workday'
    • Authors: Johannes Wendsche, Jessica de Bloom, Christine Syrek, Tim Vahle-Hinz
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      Many workers experience their jobs as effortful or even stressful, which can result in strain. Although recovery from work would be an adaptive strategy to prevent the adverse effects of work-related strain, many workers face problems finding enough time to rest and to mentally disconnect from work during nonwork time. What goes on in workers’ minds after a stressful workday' What is it about their jobs that makes them think about their work' This special issue aims to bridge the gap between research on recovery processes mainly examined in Occupational Health Psychology, and research on work stress and working hours, often investigated in the field of Human Resource Management. We first summarize conceptual and theoretical streams from both fields of research. In the following, we discuss the contributions of the five special issue papers and conclude with key messages and directions for further research.
      Citation: German Journal of Human Resource Management
      PubDate: 2021-03-24T10:30:59Z
      DOI: 10.1177/23970022211004598
       
  • Recovery in occupational health psychology and human resource management
           research: An Interview with Prof. Sabine Sonnentag and Prof. Ute Stephan
    • Authors: Sabine Sonnentag, Ute Stephan, Johannes Wendsche, Jessica de Bloom, Christine Syrek, Tim Vahle-Hinz
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      While academic research on recovery was rather segregated between occupational health psychology and management research at the beginning of the 20s century and streams of research developed independently, recent developments hint at a closing divide and better integration of recovery research across disciplines. This for example becomes evident in publications of researchers across the traditional outlets within both fields, as well as increasing close collaborations of researchers firmly rooted in one of the fields. In preparation of this special issue, the editors were interested in whether this development represents a convergence or even a true merging of research in these different disciplines. We therefore interviewed Prof. Sabine Sonnentag as expert from occupational health psychology research and Prof. Ute Stephan with expertise in management research. Both are excellent and world-famous researchers in their disciplines. We discussed the current state, the advances during the last years, and the future directions of recovery research in their respective fields. We also talked about their perspectives on integrative topics and about specific issues in both domains that might stimulate a new recovery management research agenda.
      Citation: German Journal of Human Resource Management
      PubDate: 2021-03-20T06:16:51Z
      DOI: 10.1177/23970022211004599
       
  • Does gender diversity in supervisory boards affect gender diversity in
           management boards in Germany' An empirical analysis
    • Authors: Dennis Fleischer
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      Social aspects like gender diversity in the boardroom are becoming increasingly relevant and are a popular topic of public debate in the context of gender equality in business. However, there is little clarity about the potential spill-over effects of gender diversity. Both theory and empirical results have led to ambiguous conclusions with respect to the effect of gender diversity in the supervisory board on gender diversity in the management board. In addition, it is not clear whether the German gender quota legislation positively affects this relationship. This study analyses whether gender diversity in the supervisory board supports the gender diversity of the management board, and whether this relationship is affected by the gender quota legislation, focusing on the unique case of Germany. To cope with endogeneity concerns, this study employs a cross-lagged panel model with fixed effects using maximum likelihood structural equation modelling. The results of the analysis of the impact of the number of female supervisory board members on the number of female management board members do not support the view of positive spill-over effects of gender diversity in the environment of the German two-tier corporate governance system. Furthermore, this study finds no evidence of an effect of the German gender quota on this relationship.JEL CodesG38, M12, M14, M51
      Citation: German Journal of Human Resource Management
      PubDate: 2021-02-26T06:56:44Z
      DOI: 10.1177/2397002221997148
       
  • Double-edged effects of work-related technology use after hours on
           employee well-being and recovery: The role of appraisal and its
           determinants
    • Authors: Kathrin Reinke, Sandra Ohly
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      Research suggests that work-related use of information and communication technologies (ICTs) after hours involves both harms and benefits for employee well-being. Yet, these findings are mainly based on examining the extent of ICT use as the focal construct of interest. Based on cognitive appraisal theories of stress, we argue that research needs to include individuals’ evaluation of their work-related ICT use after hours as well as the conditions shaping this appraisal to explain double-edged effects of ICT use on well-being. Thus, we investigate (1) how situational and personal factors influence whether work-related ICT use after hours is evaluated as positive or negative, and (2) how these factors and ICT use appraisal relate to employee well-being and recovery, beyond the extent of ICT use. We collected data in a daily diary study over five consecutive days. Multilevel path analyses with data from 51 employees and 151 daily observations indicated that goal progress and autonomous motivation for ICT use were positively related to positive ICT use appraisal. Besides, goal progress predicted less and overload predicted more negative ICT use appraisal. In turn, ICT use appraisal was associated with employees’ affective states and psychological detachment in the evening, beyond the extent of ICT use. Additionally, we found several indirect effects of goal progress and overload on employee well-being and recovery via ICT use appraisal. Our findings emphasize the need to investigate ICT usage experiences to explain the double-edged consequences of work-related ICT use after hours on employee well-being.
      Citation: German Journal of Human Resource Management
      PubDate: 2021-02-24T12:01:57Z
      DOI: 10.1177/2397002221995797
       
  • Work-related extended availability, psychological detachment, and
           interindividual differences: A cross-lagged panel study
    • Authors: Eberhard Thörel, Nina Pauls, Anja S Göritz
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      Work-related extended availability (WREA) refers to employees being available for work-related matters during leisure time. Although studies have suggested negative effects of WREA on employee health, there is a scarcity of longitudinal research especially studies trying to disentangle how WREA may impact health. Moreover, there are only few studies dealing with interindividual differences in the effects of WREA on health. These aspects are crucial as they can help laying a foundation for interventions that help coming to terms with negative effects of WREA. The current study implemented a cross-lagged panel design with three waves to clarify how effects of WREA unfold and whether there are interindividual differences. Based on the stressor-detachment-model and person-environmental-fit theory, we proposed that (1) the relationship between WREA and sleep as well as between WREA and exhaustion is mediated by psychological detachment, and (2) that the relationship between WREA and the outcomes is moderated by segmentation preferences. In total, 528 employees (320 women, mean age = 48 years) participated in the study. Although there was a cross-lagged negative association between WREA and detachment, we did not find an indirect relationship between WREA and either sleep or exhaustion via detachment. Moreover, we did not find evidence for interindividual differences in the effects of WREA on any of the outcomes. On the basis of the negative cross-lagged relationship between WREA and detachment from work, we recommend organizations to discourage employees from WREA, because failure to regularly recover from work may lead to health issues in the long run.
      Citation: German Journal of Human Resource Management
      PubDate: 2021-02-12T06:44:47Z
      DOI: 10.1177/2397002221992549
       
  • Multiple foci of commitment and employee silence: A role theory
           perspective
    • Authors: Si Qian, Bert Schreurs, IM “Jim” Jawahar
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      Voice enhances whereas employee silence compromises organizational effectiveness and efficiency. We assert that individuals with different foci of commitment vary in their conceptualization of voice behaviors as integral to their roles, which in turn, influences voice behaviors. Integrating silence and voice literatures under the overarching framework of role theory, we investigated the mediating role of voice role conceptualization in the relationship between multiple foci of commitment and employee silence and whether this mediation was moderated by perceptions of organizational politics. Data collected from 437 working adults from United States and China were used to test our moderated mediation model. Results indicated support for mediation and moderated mediation for the team commitment and silence relationship through its impact on voice role conceptualization, controlling for career commitment, and organizational commitment. We discuss implications of results for theory and practice, and offer suggestions for future research.
      Citation: German Journal of Human Resource Management
      PubDate: 2021-02-12T06:42:07Z
      DOI: 10.1177/2397002221992551
       
  • Linking authentic leadership, moral voice and silence—A serial mediation
           model comprising follower constructive cognition and moral efficacy
    • Authors: Dirk Frömmer, Gustav Hollnagel, Luise Franke-Bartholdt, Anja Strobel, Jürgen Wegge
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      Authentic leadership is widely considered a positive form of moral leadership that emphasizes a leader’s self-awareness, self-concordance, and modeling of self-regulatory behaviors. It is expected that authentic leaders foster moral employee behavior. However, empirical evidence for this assumption with a clear focus on the moral domain is still rather scarce. Furthermore, little is known about mediating mechanisms, especially pertaining to self-regulation of followers. Our research focused on two important facets of moral employee behavior: voice and silence. We (a) examined relationships between authentic leadership, moral voice, and two major forms of moral silence (quiescent and acquiescent) and (b) tested follower constructive cognition and moral efficacy as self-regulatory mechanisms in a serial mediation model. We conducted a cross-sectional study with employees from different organizations (n = 295). As expected, analyses indicated that authentic leadership is positively related to self-reported voice and negatively to self-reported silence on moral issues. Pertaining to the outcomes quiescent moral silence and moral voice, results revealed a serial mediation effect via constructive cognition and moral efficacy. Furthermore, unique indirect effects of each mediator were found. Thus, authentic leadership can enhance moral behavior mediated by follower constructive cognition and moral efficacy. Based on these insights, new interventions for overcoming silence and promoting voice in organizations can be designed.
      Citation: German Journal of Human Resource Management
      PubDate: 2021-01-09T09:51:03Z
      DOI: 10.1177/2397002220984440
       
  • Work-life balance policies in high performance organisations: A
           comparative interview study with millennials in Dutch consultancies
    • Authors: Onno Bouwmeester, Rose Atkinson, Lucie Noury, Riku Ruotsalainen
      Pages: 6 - 32
      Abstract: German Journal of Human Resource Management, Volume 35, Issue 1, Page 6-32, February 2021.
      The literature on work-life balance primarily focuses on how individuals cope with high work demands. This study, however, investigates how young professionals experience the work-life balance support offered by organisations. Twenty-four millennial consultants were interviewed to explore their perceptions of work-life balance and organisational support policies in an extreme work context. Twelve consultants worked for strategy houses with an average working week of around 60 hours, while the other 12 worked for general management consultancies with average working weeks of roughly 50 hours. Our comparative findings suggest that overall work-life balance perceptions stay positive in both settings. In strategy houses, where work pressures are highest, reported policies and practices go beyond health programmes, training and coaching, which are the most common work-life balance measures. Strategy houses monitor their consultants’ work-life balance experience weekly, provide options to outsource components of the work, and offer multiple forms of compensation. These further policies are much appreciated. Despite these positive assessments, we also observe an increase of negative work-life balance experiences due to the higher work pressures at strategy houses. There is, therefore, some ambiguity in the work-life balance perceptions of consultants, who recalibrate what are ‘normal’ work demands and reframe and refocus on the bright side of work life. Such occupational ideologies indicate a ‘dirty work’ experience.
      Citation: German Journal of Human Resource Management
      PubDate: 2020-09-04T05:40:35Z
      DOI: 10.1177/2397002220952738
      Issue No: Vol. 35, No. 1 (2020)
       
  • Loving one’s job: A matter of choice or subjection'
    • Authors: Ana Heloísa da Costa Lemos, Marcelo Almeida de Carvalho Silva, Carlos Henrique Aguiar Serra
      Pages: 33 - 52
      Abstract: German Journal of Human Resource Management, Volume 35, Issue 1, Page 33-52, February 2021.
      The idea that it is through discourse that subjective adherence to the capitalist order is renewed motivated our interest in analysing the modern-day terms applied to this adherence, as manifested in the discourse that stresses the importance of ‘loving one’s job’. In order to better understand this discourse, we chose to analyse its presence within a specific business medium, using the Fairclough three-dimensional model as analytical tool. Using Foucauldian and Deleuzian perspectives in our analysis, we argue that the ‘love of one’s job’ discourse, subtle and seductive in nature and often almost invisible, has numerous effects on labour, such as discipline and control. This discourse can constitute a modality of neo- normative control, in that it appeals to the sentiments of the workers in order to increase their dedication to work.
      Citation: German Journal of Human Resource Management
      PubDate: 2020-09-10T06:16:14Z
      DOI: 10.1177/2397002220952732
      Issue No: Vol. 35, No. 1 (2020)
       
  • Recruiting digital talent: The strategic role of recruitment in
           organisations’ digital transformation
    • Authors: Phyllis Messalina Gilch, Jost Sieweke
      Pages: 53 - 82
      Abstract: German Journal of Human Resource Management, Volume 35, Issue 1, Page 53-82, February 2021.
      Recruitment plays a central role during digital transformation because companies in many industries need to hire employees who possess IT-related knowledge, skills and abilities to digitalise their products, services and processes. However, extant research so far mainly has focussed on the use of digital technology in recruiting processes and its outcomes, whereas strategic aspects have received little attention. Based on 26 interviews with recruiters in 22 organisations, this study examines the interplay between recruitment and digital transformation beyond the use of digital technology in recruitment, focussing on more strategic aspects. The study examines recruitment’s role in organisations’ digital transformation. We found that the recruitment of digital talent as a new target group triggers change within the company, and does so in three ways: First, recruiters have realised the necessity to adapt their measures and processes to the new target group. Second, recruiters have developed a new self-understanding. Third, recruiters have recognised the need to support the organisation’s digital transformation by taking on a bridging function. Our study makes two contributions: First, we identified two new roles for recruitment during digital transformation: It acts as a ‘sensory organ’ that enhances the organisation’s absorptive capacity; and it takes on the role of a ‘mediator’ between external and internal groups. Second, this study builds on the human resources (HR) literature by analysing the strategic implications that digital transformation imposes on recruitment, highlighting recruitment’s part in renewing an organisation’s human resource base, which is crucial for its digital transformation.
      Citation: German Journal of Human Resource Management
      PubDate: 2020-09-10T06:17:34Z
      DOI: 10.1177/2397002220952734
      Issue No: Vol. 35, No. 1 (2020)
       
  • Everything comes at a price: The influence of job seekers’ motives on
           preference in the trade-off between pay and leisure
    • Authors: Julia K de Groote, Marco Grütter, Andri Koch
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      Recruitment research has often neglected behavioral outcomes in the context of job choice acceptance, and insight into the relationship between individual differences and recruitment outcomes remains scarce. The present paper investigates how the need for achievement, the need for power, and the need for affiliation are related to the preference for either higher pay or more leisure, and we model this relationship as a trade-off. We test our hypotheses with data from 605 individuals. To measure job offer acceptance, we develop a new methodology that allows participants to choose between a set of contracts that are customized for each participant based on individual reference points. We find that the need for achievement and the need for power are significantly positively related to the preference for higher pay, which results in less leisure. We do not find a significant direct effect of the need for affiliation. We discuss the implications of the study in relation to the needs-supplies fit perspective and show the practical applicability of our approach to customizing working contracts.
      Citation: German Journal of Human Resource Management
      PubDate: 2020-12-16T06:11:49Z
      DOI: 10.1177/2397002220981961
       
  • Retaining an age-diverse workforce through HRM: The mediation of work
           engagement and affective commitment
    • Authors: Inês C. Sousa, Sara Ramos, Helena Carvalho
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      An aging population and an increasingly age-diverse workforce exemplify the complex challenge that age represents for most managers today. For that reason, research has shown the importance of designing and implementing human resources (HR) practices that meet age-related differences in workers’ motives and needs. Drawing on signaling and social exchange theories, the current study investigated a first stage moderated parallel multiple mediation model. We examined the mediating roles of work engagement and affective commitment in the relationship between age-diversity practices and turnover intention, as well as the moderating role of work centrality in these mediated relationships. Using a sample of 802 Portuguese workers, the study supported the parallel multiple mediation hypotheses. Further, the findings revealed that work centrality moderated the relationship between age-diversity practices and turnover intention via work engagement, but not via affective commitment. Age-diversity practices may motivate those workers who place less importance on work to be more engaged, which, in turn, reduces their intentions to leave the organization. Moreover, all workers, regardless of the importance that work plays in their life, are more emotionally attached to the organization and more willing to stay when there are age-diversity practices. Thus, to retain a healthy and productive age-diverse workforce, organizations should implement age-diversity practices. Empirical and practical implications are discussed.
      Citation: German Journal of Human Resource Management
      PubDate: 2020-12-16T06:00:26Z
      DOI: 10.1177/2397002220979797
       
  • “You are not my boss!”: Managing inter-organizational collaboration in
           German ground handling operations
    • Authors: Dominique Ziehe, Markus Helfen
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      While inter-organizational coordination among firms in networks has become a widespread phenomenon and the governance of inter-organizational networks has garnered considerable attention in the management literature, the repercussions of the network form for managing and organizing work remain a considerable gap in the literature. Building on Gittell’s concept of relational coordination, we explore the inter-organizational work collaboration in four German airports’ ground handling operations. By zooming-in on ramp agents’ boundary spanning work role, our comparative study illustrates whether and how a collaboration in inter-organizational work processes is brought about in practice. Our findings reveal the various practices ramp agents deploy in order to handle the tensions emerging from divergent organizational jurisdictions and the requirements for collaboration. We also illuminate how the field-level context influences inter-organizational collaboration by setting conditions such as workload and time restrictions in distributed service delivery.
      Citation: German Journal of Human Resource Management
      PubDate: 2020-12-08T06:30:08Z
      DOI: 10.1177/2397002220978114
       
  • Technology-assisted supplemental work, psychological detachment, and
           employee well-being: A daily diary study
    • Authors: Clara Eichberger, Daantje Derks, Hannes Zacher
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      Information and communication technologies facilitate connectivity to work-related matters after official working hours. Therefore, more and more employees engage in technology-assisted supplemental work (TASW) during recovery time. However, research on the association between TASW and well-being has shown mixed results. To shed further light on this relationship, we tested a moderated mediation model. Drawing upon the extended stressor-detachment model (Sonnentag and Fritz, 2015), we proposed that psychological detachment mediates the relationship between TASW and well-being (i.e. affect and vigor). Further, we expected appraisal to moderate the relationship between TASW and psychological detachment, as well as cognitive coping to moderate the relationship between psychological detachment and well-being. To test these hypotheses, we analyzed daily diary data from 100 employees. As hypothesized, daily psychological detachment after hours mediated the positive association between daily TASW and daily negative affect at bedtime. Contrary to expectations, daily TASW was not significantly related to daily positive affect at bedtime and daily vigor in the next morning. Additionally, we found no support for the moderating roles of appraisal and cognitive coping. These results suggest that TASW can be associated with negative well-being states via impaired recovery, but that further studies are needed to explore the ambiguous outcomes of TASW. We discuss practical implications and future research avenues regarding individual differences in the experience of TASW.
      Citation: German Journal of Human Resource Management
      PubDate: 2020-11-04T06:06:59Z
      DOI: 10.1177/2397002220968188
       
  • Positive and negative work reflection, engagement and exhaustion in
           dual-earner couples: Exploring living with children and work-linkage as
           moderators
    • Authors: Johanna Walter, Verena C Haun
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      Many employees think about their work during off-job time. Scholars have suggested that whether work-related thoughts during off-job time have detrimental or beneficial effects on employees’ well-being and performance depends on the nature of these thoughts. In this study with dual-earner couples we examined whether employees’ positive and negative work reflection during off-job time are associated with their own and with their partners’ work engagement and exhaustion. Furthermore, we investigated whether (a) living with children and (b) being work-linked (i.e. working in the same organisation and/or working in the same profession) moderated these relations. Both partners of 130 German heterosexual dual-earner couples responded to online questionnaires. We estimated multilevel analyses using the actor–partner interdependence model to analyse our dyadic data. We found positive associations between employees’ positive work reflection and both their own and their partners’ work engagement. Employees’ positive work reflection was also associated with their decreased exhaustion. Employees’ negative work reflection was negatively associated with their own work engagement and positively associated with their own exhaustion but unrelated to their partners’ outcomes. Moderator analyses revealed that living with children weakened the link between employees’ positive work reflection and their own work engagement and strengthened the link between their negative work reflection and exhaustion. The presence of couples’ work-linkage did not moderate any of these relations. This study builds on previous research by showing that employees’ positive work-related thinking is not only beneficial to themselves but also to their partners. Furthermore, the results suggest that living with children constitutes an additional demand that reduces the motivational effects of positive work reflection and amplifies the detrimental effects of employees’ negative work reflection.
      Citation: German Journal of Human Resource Management
      PubDate: 2020-10-28T10:46:48Z
      DOI: 10.1177/2397002220964930
       
  • Gamification in human resource management—Status quo and quo vadis
    • Authors: Lena Murawski
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      Gamification has recently been presented as a promising opportunity to improve human resource management (HRM) practices and tools. However, while the number of publications on gamification has been increasing in recent years, an overview of the current landscape of HRM-related literature of gamification is missing so far. Intending to support and ease the understanding of prior research findings in this field, this article conducts a systematic literature review. This study contributes to the field of human resources research by examining 45 research papers, aiming to explore areas of application and outcomes of the use of gamification in HRM. Propositions are outlined along with elaborating risks and approaches on how to mitigate the risks of using game design elements in HRM.
      Citation: German Journal of Human Resource Management
      PubDate: 2020-10-07T05:41:19Z
      DOI: 10.1177/2397002220961796
       
  • How time pressure is associated with both work engagement and emotional
           exhaustion: The moderating effects of resilient capabilities at work
    • Authors: Arian Kunzelmann, Thomas Rigotti
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      Resilience in the organizational context is a fruitful concept for understanding employees’ success in dealing with workplace adversity. Through a diary study, we have examined the interaction effects of time pressure and different work-related capabilities of resilience (i.e. emotional coping, comprehensive planning, positive reframing, and focused action) on emotional exhaustion and work engagement of employees. A sample of 79 employees (54.4% male) responded to two daily surveys (after work and before bedtime) for a period of five consecutive workdays. Results show that time pressure had a positive association with emotional exhaustion. Further, time pressure showed a positive association with work engagement, but only when considering additional personal resources. Positive reframing was positively related to work engagement on the day-level but did not moderate the link between time pressure and the outcomes. Emotional coping as well as focused action decreased sensitivity to time pressure. The results underpin the impact of different work-related capabilities of resilience and provide novel theoretical and practical implications.
      Citation: German Journal of Human Resource Management
      PubDate: 2020-09-17T10:06:13Z
      DOI: 10.1177/2397002220952741
       
  • Homesickness in developing world expatriates and coping strategies
    • Authors: Dieu Hack-Polay, Ali B Mahmoud
      Abstract: German Journal of Human Resource Management, Ahead of Print.
      This article examines the developing world expatriates’ experience of homesickness when they are deployed to western countries. The research considers the consequences of being homesick on the expatriates and their organisations; the paper then clarifies the strategies used by the expatriates to cope with the condition. The research employed qualitative research built on unstructured interviews with expatriates from the developing world who have been deployed in western countries by their employing multinational. The findings revealed that homesickness has consequences for both expatriates and organisations. These consequences include psycho-social disorder, deterioration of physical health which damagingly affect individual wellbeing, work outcomes and organisational commitment. The practical implications centre on the opportunity for policy and strategy formulation by international HRM within organisations to improve the mental health of developing world expatriates, thus seeding the ingredients for better performance and job satisfaction. Our study makes significant additions to the expatriate literature in exposing the homesickness experiences of expatriates from the developing world in advanced economies. We identify two main coping strategies used by expatriates. The research explicates how developing world expatriates use these strategies in practices.
      Citation: German Journal of Human Resource Management
      PubDate: 2020-09-12T10:21:38Z
      DOI: 10.1177/2397002220952735
       
 
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