This book provides an excellent and elegant analysis of the field of human resource management. While the title implies that it is only about the relationship of human resource management to organi...

Strategy and human resource management

The main purpose of this research was to illustrate how companies contributed to employee psychological capital in tourism during the COVID-19 crisis based on the conservation of resources theory (CoR). Psychological capital including self-efficacy, hope, resilience and optimism is a key source of support at work, especially during challenging events. With threats to health and job security, employee psychological capital was unlikely to recover on its own naturally. However, tourism companies can augment employee psychological capital through corporate social responsibility (CSR). The effects of CSR on employee psychological capital remains unclear. This research examined differing effects of CSR on self-efficacy, hope, resilience and optimism. Based on a survey of 430 employees in tourism in China, the results showed that CSR had positive impacts on employee self-efficacy, hope, resilience and optimism through employee satisfaction with corporate COVID-19 responses. In addition, individual loss orientation strengthened the effects of CSR on employee self-efficacy, hope, resilience and optimism.

https://www.tandfonline.com/doi/pdf/10.1080/13683500.2020.1770706

Effects of tourism CSR on employee psychological capital in the COVID-19 crisis: from the perspective of conservation of resources theory

Despite the central role of trust in the organizational sciences, we know little about what makes people trust the organizations they work for. This paper examines the antecedents of employees' trust in their organizations drawing on survey data from over 600 European professional workers and managers. The results revealed direct as well as indirect relationships of both human resource (HR) practices and procedural justice with trust. The relationships of both HR practices and procedural justice with trust were partially mediated by perceptions of organizational trustworthiness (in terms of perceived ability and trustworthy intentions of the organization). Justice and HR practices were also found to interact such that justice forms a stronger predictor of trust in organizations when HR practices are less developed. In addition, employees' dispositional propensity to trust explained significant variance in employee trust in their organization, even when it was controlled in our analysis. The implications of these findings for research and practice are discussed.

Trust in the Employer: the Role of High Involvement Work Practices and Procedural Justice

As automation and structural transformations mark the new digital realities of the twenty first century, contemporary organizations demand a highly resilient and engaged workforce to sustain their ...

Learning organization and work engagement: the mediating role of employee resilience

From a socio-ecological systems perspective, resilience is dynamic, multi-dimensional and multi-scale. This study provides evidence of the relationship between different types of resilience (psycho...

Psychological resilience, organizational resilience and life satisfaction in tourism firms: insights from the Canterbury earthquakes

There is now growing interest in employee resilience in the organizational context and its contribution to organizational performance. However, little is known the extent to which high-performance work system (HPWS) contributes towards enhancing employee’s resilience as well as their levels of engagement. This study examines the relationships among HPWS, employee resilience and engagement, using a sample of 2040 employees in the Chinese banking industry. Drawing on the job demands-resources model and strategic/high-performance human resource management theory, we develop three hypotheses to test the relationship between HPWS and employee resilience, resilience and employee engagement, and the mediating effect of resilience on the relationship between HPWS and engagement. All hypotheses are supported and suggest that HPWS can be used as a job resource to positively affect resilience and subsequently employee engagement. The key message of the paper is that employee resilience can be viewed as a set...

Hexuan Mei

Papers

Mapping the relationships between high-performance work systems, employee resilience and engagement: a study of the banking industry in China