Showing papers in "Human Resource Management Review in 2009"

TL;DR: In this article, the authors developed a clear and concise definition of strategic talent management and also developed a theoretical model of strategic management for the purpose of guiding future research in the area of talent management through guiding researchers to clarify the conceptual boundaries and providing a theoretical framework that could help researchers in framing their research efforts.

TL;DR: In this article, the authors suggest that the business case may need to be modified to reflect the number of additional routes by which work-life balance practices can influence organizational performance, including enhanced social exchange processes, increased cost savings, improved productivity, and reduced turnover.

TL;DR: A review of the development of strategic human resource management (SHRM) literature can be found in this paper, where the authors trace how the field has evolved to its current state, articulate many of the major findings and contributions, and discuss how they believe it will evolve in the future.

TL;DR: In this paper, the authors present a broad model of diversity that integrates key variables and suggestions for the diversity literature going forward, with the goal of identifying points of integration and needed development for moving the literature forward.

TL;DR: A comprehensive narrative review of recent research and trends over time can be found in this article, where three main areas that have received considerable research attention are discussed: (1) understanding why structured interviews predict, (2) examining the constructs interviews may measure, and (3) investigating the applicant and interview factors that may affect the interview process.

TL;DR: Dunnette et al. as mentioned in this paper presented a framework for understanding the differences between psychological contracts and legal contracts in the United States by presenting definitions and examples of psychological contracts (i.e., relational and transactional) and the two forms of legal contracts: (a) express (written and oral), and (b) implied (quasi-contract and promissory estoppel).

TL;DR: Turnover process models have been appearing in the organizational literature since the 1950s and a review of this conceptual literature was performed by as mentioned in this paper, who found a high level of cross-model agreement on the importance of three standard turnover-theory components (i.e., employee morale, labor-market mechanisms, intentions to quit/stay).

TL;DR: Situational judgment tests (SJTs) are popular personnel selection tests as discussed by the authors, and they have been widely used in the field of human resource management, especially in the context of personnel selection.

TL;DR: The authors compare TJA and CM along six dimensions: purpose (describe versus influence behavior), view of the job (an object to be described versus a role to be enacted), focus (job versus organization), time orientation (past versus future), performance level (typical versus maximum), and measurement approach (latent trait versus clinical judgment).

TL;DR: The selection of individuals to fill international assignments is particularly challenging because the content domain for assessing candidates focuses primary attention on job context rather than attempting to forecast the ability to perform specific tasks on the job or more generally, the elements listed in a technical job description as discussed by the authors.

TL;DR: In this article, the authors provide an overview of the context from which U.S. employer-provided benefit programs evolved and the contemporary state of benefits research in human resource management.

TL;DR: In this article, a theoretical framework of recruitment exploring how cultural values influence the effectiveness of recruitment practices in different cultural contexts is proposed, arguing that cultural values may moderate relationships between recruitment practices and recruitment outcomes across all phases of the recruitment process and suggest implications for future research directions.

TL;DR: In this paper, a model and corresponding propositions for understanding the determinants and outcomes of pregnancy disclosure is proposed. But, the model is limited to the case of pregnant workers and does not consider the consequences associated with timing of status disclosure from the perspectives of pregnant women and their colleagues.

TL;DR: The expanded model provides a more detailed discussion of the communication processes underlying these systems including the effects of media and message characteristics and a number of testable hypotheses based on the model that can be used to guide future research on eHR systems.

TL;DR: In this article, the use of assessment centers (ACs) for personnel selection is reviewed and critiqued, including representativeness of the content of dimensions and exercises in relation to job requirements, relationships among ratings within an AC, relationships of AC ratings and criteria of work effectiveness, and consequences of assessments including candidates' reactions to assessments and sub-group differences in ratings.

TL;DR: In this article, the authors examine the literature and research on unions relevant to the effective adoption of high performance work practices and demonstrate that unions that have a cooperative relationship with management can play an important role in overcoming barriers to organizational competitiveness through the development and application of human capital.

TL;DR: In this paper, the authors analyzed over 6300 articles published in four HR-focused journals over a 30-year period of time (1976-2005) were content analyzed according to 14 topic areas.

TL;DR: In this paper, the authors provide a review of the research that has been conducted on the use of biodata for employee selection and constructively critique this research, aiming to highlight deficiencies of this research that may limit the conclusions that should be drawn.

TL;DR: In this paper, an interactionist approach that utilizes multi-level antecedents as predictors of withdrawal behavior is presented, by borrowing concepts from several areas of organizational psychology, the model proposes that withdrawal cognitions and, in some cases, cost/benefit calculations serve as mediators between individual (attitudes and personal), group/organizational, extra-organizational variables acting as antecedent/moderators and withdrawal behavior.

TL;DR: In this article, the authors provide a theoretical framework which proposes that cultural factors affect training effectiveness via contents and methods, selection of trainers, and learners' motivation, valence and learning style.

TL;DR: A number of theorists and researchers have distinguished between the constructs of task performance (i.e., non-discretionary work behaviors) and contextual performance (CP), as well as the related constructs of organizational citizenship behavior, prosocial behavior, and extra-role behavior.

TL;DR: In this article, the authors discuss the application of gift exchange theory to interactions between an employer and an employee as well as between employees themselves and argue that there exists the productive function of gifts.

TL;DR: In this article, the authors provide historical foundations and persistent limitations of the RJP, and to extend propositions supporting the ELP as an effective alternative procedure, and provide a review of the effectiveness of ELP.

TL;DR: In this paper, a human resource architecture of emerging organizations is introduced, based on intentionality, resources, boundary, and exchange, which is similar to the one proposed in this paper.

TL;DR: In this paper, the authors examine recent EEO (Equal Employment Opportunity) case law precedents relating to personnel selection, most notably hiring, training, promotion and downsizing, and reveal costly mistakes employers and HR managers can make, but which can be avoided with proper methods and policies.

TL;DR: In this article, the authors reviewed eleven strategies for gerrymandering personnel selection systems, which fall into three categories of decisions: decisions in choosing or designing personnel selection tools, decisions in scoring personnel selection tool, and decisions in selecting among passing applicants.