Showing papers in "German Journal of Human Resource Management in 2020"
TL;DR: The proliferation of construct proliferation in the leadership field raises questions concerning parsimony and whether we should focus on joint mechanisms of leadership styles, rather than the differences between them,.
Abstract: Construct proliferation in the leadership field raises questions concerning parsimony and whether we should focus on joint mechanisms of leadership styles, rather than the differences between them....
75 citations
TL;DR: The article references general literature on digital organizations to develop a terminology and typology that clarify the concept of digital human resource management and related concepts, uncover digitalhuman resource management as an evolutionary advancement of previous conceptualizations of technology-based human resourcemanagement, and provide a conceptual basis for future work on digital human resources management.
Abstract: The concept of digital human resource management and related concepts such as the digitization of human resource management, the digitalization of human resource management, the digital transformat...
60 citations
TL;DR: In this article, the authors focus on gaining a comprehensive insight into a research area which just recently received more recognition in management literature: servant-servant research (servant-oriented management).
Abstract: The purpose of this article is multi-layered. First, we focus on gaining a comprehensive insight into a research area which just recently received more recognition in management literature: servant...
49 citations
TL;DR: The explicit consideration of Research Paradigms in International Human Resource Management, the title of this special issue, helps us in analysing and systematising the field to show how research... as discussed by the authors.
Abstract: The explicit consideration of Research Paradigms in International Human Resource Management, the title of this Special Issue, helps us in analysing and systematising the field to show how research ...
31 citations
TL;DR: In this article, the authors focus on between-person differences by looking at general ratings of leader behaviours, and demonstrate a high situ-a-tation of betweenperson differences.
Abstract: Previous research on laissez-faire leadership and stress has focused on between-person differences by looking at general ratings of leader behaviours. Yet, researchers have demonstrated a high situ...
17 citations
TL;DR: In this paper, the authors provide a conceptual discussion of the usefulness of ethnography for International Human Resource Management, in line with its original anthropological meaning, ethnography is u...
Abstract: This article provides a first conceptual discussion of the usefulness of ethnography for International Human Resource Management. In line with its original anthropological meaning, ethnography is u...
14 citations
TL;DR: For instance, the authors found that insiders in international human resource management study not only the organisations or communities they may be members of, but also the people they perceive closeness with or with whom they perceived closeness.
Abstract: Insider researchers in international human resource management study not only the organisations or communities they may be members of, but also the people they perceive closeness with or with whom ...
13 citations
TL;DR: In this paper, the authors examined the job quality of refugees from Afghanistan and Syria working in Austria and found that they did not exploit refugees or offer them high-quality jobs, and they used unique survey results.
Abstract: Do employers tend to exploit refugees or do they offer them high-quality jobs? This article examines the job quality of refugees from Afghanistan and Syria working in Austria. It uses unique survey...
13 citations
TL;DR: In this article, the authors show that from the limited empirical knowledge they have, religion is hardly ever implemented as a dimension of diversity management in German firms and that, as a consequence, it is not considered as an important dimension in many areas of law.
Abstract: From the limited empirical knowledge we have, religion is hardly ever implemented as a dimension of diversity management in German firms. As religion is increasingly important in many areas of law,...
8 citations
TL;DR: In this paper, the authors draw attention to the alarming scarcity of experimental studies and the ensuing shortness of evidence for causality in the field of expatriate mana, and present a systematic literature review.
Abstract: Via a systematic literature review, this article draws attention to the alarming scarcity of experimental studies and the ensuing shortness of evidence for causality in the field of expatriate mana...
8 citations
TL;DR: In this article, international human resource management has become a mature discipline in the last 30 years and it is characterized by a sub-discipline of social sciences, international human resources management is characterised by para...
Abstract: International human resource management has become a mature discipline in the last 30 years. As a sub-discipline of social sciences, international human resource management is characterised by para...
TL;DR: The authors provided a fine-grained analysis of international human resource management research that addressed the different perspectives applied in that research, and coded 203 articles from different perspectives in human resources management research.
Abstract: The goal of this article is to provide a fine-grained analysis of international human resource management research that addresses the different perspectives applied in that research. We coded 203 p...
TL;DR: It is found that overtime hours are less pronounced among firm employees holding a doctorate and among postdocs than they are among doctoral students, and individuals’ career orientation is positively associated with extra hours.
Abstract: Despite the ongoing public debate about precarious working conditions in academia, there is only little evidence on working hours and overtime work for the group of (non-tenured) junior academics. ...
TL;DR: In this article, the relationship between country manager-level factors and subsidiary development is examined, where the authors examine the relationship among subsidiary country manager level factors and the development of a subsidiary.
Abstract: This article examines the relationship between subsidiary country manager-level factors and subsidiary development. As existing research on subsidiaries in multinational enterprises has focused on ...
TL;DR: In this paper, it was shown that unequal treatment affects the team's perception of their team's performance in leader-member exchange, but it was not clear how such unequal treatment affected team performance.
Abstract: Research has shown that leader–member exchange differentiation affects individual and group outcomes. However, it is not yet clear how such unequal treatment affects the team’s perception of their ...
TL;DR: Using the “when, where, what, and how” of empirical quantitative, International Human Resource Management studies allows us to identify how different topics have been investigated and so may lead to suggest methodological refinements to improve the analysis and knowledge of topics in International Human resource Management.
Abstract: By analyzing content, this paper aims to map empirical quantitative research on International Human Resource Management. Our filters will be “when, where, what, and how.” “When” indicates the time ...
TL;DR: Weber as discussed by the authors was one of the founding fathers of German Human Resource Management, and he was a key role in the reorganization of business studies at the University of Mannheim and he held Eduard Gaugler's chair during Gauglers rectorate.
Abstract: In a speech at an honorary reception to mark his 80th birthday, his successor as University President described Wolfgang Weber as ‘rock solid’. This characterizes just one aspect of the honoree’s personality. Wolfgang Weber thanked him warmly and announced that he would continue to research and write ‘as long as possible’. Unfortunately he was not granted a long time. Wolfgang Weber died on 1 December 2019. His friends, companions, colleagues and students will miss and remember him – not only his steadfastness and tirelessness but also his clarity and foresight, his calmness and restraint, his wonderful sense of humour and his intense humanity. Wolfgang Weber1 was born on 17 February 1939 in Moravian Schönberg (today Šumperk, Czech Republic). His academic career began studying business administration at the University of Mannheim in the 1960s. He was an assistant at the chair of August Marx, one of the founding fathers of German Human Resource Management. He did his doctorate under Werner Kirsch on the topic ‘The identification phenomenon and its importance as a determinant of human behaviour in organizations’ (Das Identifikationsphänomen und seine Bedeutung als Determinante menschlichen Verhaltens in Organisationen; Weber, 1971). Wolfgang Weber played a key role in the reorganization of business studies at the University of Mannheim and he held Eduard Gaugler’s chair during Gaugler’s rectorate. He also did his habilitation at the University of Mannheim. The title of his postdoctoral thesis is: ‘In-company further training: Empirical analysis of company and individual decisions on further training’ (Betriebliche Weiterbildung. Empirische Analyse betrieblicher und individueller Entscheidungen über Weiterbildung; Weber, 1985). In 1976, he accepted a call to the newly founded University of Paderborn. In 1982, Wolfgang Weber moved to a chair at the Vienna University of Economics and Business and then returned to Paderborn again in 1985. There he taught and researched until he retired in 2005 as the Chair of Business Administration, especially Human Resource Management (Lehrstuhl für Personalwirtschaft). As a scientist, Wolfgang Weber decisively shaped the business sub-discipline of human resource management in Germany and paved the way for the rapid growth of this area of study. He remained committed to the Mannheim tradition of critical rationalism – his research was behavioural and empirical. Behavioural science means opening up the human aspects of economics in order to understand and explain behaviour and action in 900087 GJH0010.1177/2397002219900087German Journal of Human Resource ManagementObituary research-article2020