Showing papers in "Human Resource Management Review in 2019"

TL;DR: This paper conducted a meta-analysis to assess the effect of training on emotional intelligence, and whether effects are moderated by substantive and methodological moderators, finding a moderate positive effect for training, regardless of design.

TL;DR: In contrast to absenteeism, presenteeism has only recently gained attention as a major factor that affects organizational performance as mentioned in this paper, and to date, neither a uniform definition nor consistent measurement methods have been employed in the research on present-eeism.

TL;DR: A systematic review was conducted, which identified 110 peer-reviewed and unpublished empirical articles concerning the influence of job demands, job resources and Human Resource practices on the ability, motivation and opportunity to work(ing) as discussed by the authors.

TL;DR: In this article, the authors propose a theoretical framework that illustrates why and how organizational career management practices translate into career success and under what circumstances the relationship is effective and identify three theoretical mechanisms - developmental, informational, and relational - and two groups of contingency factors that explain this relationship.

TL;DR: In this article, an integrative model of job search and employee recruitment is presented, which demonstrates the interplay between organizational level factors and individual level factors in influencing the outcomes of employee recruitment and job search activities.

TL;DR: The authors reviewed the present state of research on multinational corporations (MNCs) in the international human resource management (IHRM) literature and proposed areas where the field could be developed and extended through drawing on insights from, and building synthesis with, cognate fields.

TL;DR: It is found that while HRM algorithmic applications tend not to be especially theory-driven, the “black box” label often invoked by critics of these efforts is not entirely appropriate and HRM-related algorithms are best characterized as heuristics.

TL;DR: The context of HRM is important but undertheorized (Paauwe, 2009 ) and subsequently underresearched ( Jackson, Schuler, & Jiang, 2014 ). as discussed by the authors offer two recent perspectives of institutional theory (institutional logics and institutional work) as theoretical lenses through which scholars can explore the influence of institutional context on HRM and more intriguingly the influence that HRM professionals on their institutional contexts.

TL;DR: Questions that need to be answered about the use and effectiveness of MOOCs can be considered a credible and useful instructional approach and how can the authors maximize their effectiveness are posed.

TL;DR: In this paper, the authors provide a theoretical framework that helps explain how individuals may interpret fun in the workplace and how it may be most beneficial, drawing on the notion that fun is in the eye of the beholder.

TL;DR: This article explored the role of social support proximity: the physical, cultural, or hierarchical distance between a supporting agent and the expatriate, and showed that the strength of the support-success relationship depends on this supporting agent.

TL;DR: In this article, the authors introduce a motivational theoretical perspective on EAW to explain the underlying psychological process of such an act as a practice of human agency at work, and use psychological detachment as a moderator to serve as an illustration, and encouraged future concerted research applying their theoretical model.

TL;DR: In this paper, the authors add to and extend the traditional good-versus-bad debate about narcissistic leadership and provide tangible recommendations for how to best assess, select, and develop narcissistic leaders, and highlight future directions and ongoing challenges ahead in the field of narcissistic leadership.

TL;DR: In this paper, the effects of organizational context and individual differences on employees' work curiosity are explored and the effect of work curiosity leads to employee creativity by affecting the cognitive processes and psychological states.

TL;DR: In this article, the authors propose a real options reasoning (ROR) approach to leadership development, which considers the organization as a system and considers the transition of top leadership roles as two distinct organizational initiatives.

TL;DR: A model that integrates research on control theory, curiosity, and skill acquisition to explain how information knowledge gaps guide resource allocation decisions throughout the learning process is proposed.

TL;DR: In this article, the authors present a multilevel leadership process framework of performance management that highlights the pivotal role of managers in the performance management process and provides recommendations for future directions.

TL;DR: A model of worker and work characteristics that inform choices between two mindsets related to learning at work is proposed, which incorporates the notions of feedback loops and risk assessments that influence ongoing decisions between exploration and exploitation mindsets.

TL;DR: This work uses person-environment fit and control theories to develop a cybernetic model which recognizes that individuals have a desired balance among the three domains that serves as a standard against which they compare their perceptions of WLB at any given point in time.

TL;DR: In this paper, the authors draw on the construct of regulatory fit in explaining how expatriates manage interactional and work-related discrepancies in diverse cultural contexts, and develop a framework and propositions for expatriate adaptation in loose and tight cultures.

TL;DR: The authors developed a model for how interpersonal characteristics of leaders, both men and women, influence power construal and thus their use of empowerment, mentoring, and performance feedback, ultimately affecting career opportunities for women in organizations.

TL;DR: In this article, a systematic review of the impact of disability-assistance animals in the workplace is presented, which adopts an innovative approach to analysing diversity, combining business, psychology and law literature to identify the positive and negative implications of disability assistance animals.

TL;DR: This paper identified the individual and contextual predictors of team member proactivity and explained how, taken together, they jointly influence team member's proactivity, and identified gaps in the current literature.

TL;DR: This article developed a theoretical model that highlights the mechanisms underlying the contagion of long working hours from supervisors to subordinates at different stages of their relationship and suggested that subordinates mimic the supervisor's working hours through vicarious learning.

TL;DR: In this paper, the authors examine the impact of within-team heterogeneity in dark personality on team performance, with shared leadership as mediator of this relationship, and propose two moderators of the relationship between within team dark triad heterogeneity and shared leadership.

TL;DR: In this article, the authors use uncertainty management to describe the role of cognitive biases on recollections of past experiences, and anticipatory justice on fairness perceptions, and argue for several moderators of the past experience and the justice expectation.

TL;DR: In this paper, the authors apply the construct of emotion regulation to the work-family interface in order to further expand our understanding of the positive aspects of emotional labor and propose that emotion regulation in work-to-home transitions reduces an individual's work family conflict, enhances job satisfaction, and improves their spouse's family satisfaction.

TL;DR: In this paper, the effect of political ideology of job applicants in selection decisions by discussing the definition of political ideology and subsequent stereotyping, increasing divisiveness rooted in political ideology, and the implication in selection decision influenced by political ideology.