Human Resource Management Review
Papers 881
1 page of 89 pages (881 results)
#1Marie-Colombe Afota (HEC Montréal)
#2A riane O llier-M alaterre (UQAM: Université du Québec à Montréal)H-Index: 13
Last.Christian Vandenberghe (HEC Montréal)H-Index: 32
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Abstract This paper develops a theoretical model that highlights the mechanisms underlying the contagion of long working hours from supervisors to subordinates at different stages of their relationship. Drawing upon social learning theory, we suggest that subordinates mimic the supervisor's working hours through vicarious learning. Focusing first on the role-taking stage of the supervisor-subordinate relationship, we identify four factors, namely supervisor's perceived status, subordinate's work...
#1Steven T. Tseng (University of Akron)H-Index: 1
#2Paul E. Levy (University of Akron)H-Index: 35
Abstract Performance management is a critical human resource management practice intended to facilitate performance and development in organizations. Unfortunately, recent discourse among researchers and practitioners suggest that current performance management practices in organizations are less than satisfactory and not effective. A popular recommendation to improve the performance management process is to focus less on the formal procedures and more on the manager-employee interactions embedd...
#1Sabrine El Baroudi (VU: VU University Amsterdam)H-Index: 2
#2Svetlana N. Khapova (VU: VU University Amsterdam)H-Index: 14
Last.Julia Richardson (Curtin University)H-Index: 2
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Abstract Contemporary organizations are placing greater emphasis on team work in order to meet the challenges of an increasingly turbulent business environment. In this context, the relationship between team member proactivity and overall team performance has been the focus of growing interest among management scholars and practitioners alike. Whereas extant scholarship acknowledges that team member proactivity is different from other forms of proactivity (i.e., individual and organization membe...
#1Rajesh KumarH-Index: 1
#2Pawan S. Budhwar (Aston University)H-Index: 48
Last.Arup Varma (LUC: Loyola University Chicago)H-Index: 26
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In this paper, we draw on the construct of regulatory fit in explaining how expatriates manage interactional and work-related discrepancies in diverse cultural contexts. When expatriates go overseas, they are often faced with a set of expectations that are at variance with their home country norms and these differences in expectations generate discrepancies. The emergence of discrepancies in an alien cultural context exacerbates the uncertainties facing the expatriate, though the response to unc...
1 CitationsSource
Abstract Research on narcissism continues to develop at a rapid pace. Yet, researchers from different disciplines are still divided over whether narcissists are good versus bad leaders. On the one hand, narcissists' bright qualities (e.g., charisma) are associated with positive outcomes at different levels of analysis from subordinates, to peers, and the organization as a whole. On the other hand, however, narcissists' dark qualities (e.g., entitlement) are associated with a number of counterpro...
#1Cary L. Cooper (University of Manchester)H-Index: 96
#2Luo Lu (NTU: National Taiwan University)H-Index: 38
Abstract “Excessive availability for work” (hereafter EAW), or overwork is multi-faceted in nature, and encompasses behavioral manifestations such as long working hours (including overtime work), sickness presenteeism (SP), leavism, and teleworking (working on mobile devices outside the workplace and during off-time) as a few prevalent observations. To facilitate systematic research in the field, a broad framework needs to be formulated to explain, predict, and understand the phenomena. We thus ...
#1P.A. van der Laken (Tilburg University)H-Index: 2
#2M.L. van Engen (Tilburg University)H-Index: 2
Last.Jaap Paauwe (Tilburg University)H-Index: 34
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Abstract While social support is recognized as an important factor for successful international assignment, there is, to date, no overview of the supportive agents during the expatriation process and their influence on different criteria of expatriate success. We culminate findings of 84 independent studies that examined the social support provided by community-, work-, and family-domain agents in relation to four criteria of expatriate success: adjustment, commitment, performance, and retention...
#1Cheryl L. Adkins (Longwood University)H-Index: 14
#2Sonya F. Premeaux (UALR: University of Arkansas at Little Rock)H-Index: 7
Abstract Answering a call for a more fully developed concept of work-life balance (WLB), we use person-environment fit and control theories to develop a model of WLB incorporating the work, family, and personal domains. We propose 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. Our cybernetic model suggests that individuals will seek to res...
2 CitationsSource
#1Yu-Yu Chang (STUST: Southern Taiwan University of Science and Technology)
#2Hui-Yu Shih (NTHU: National Tsing Hua University)
Abstract Curiosity has long been recognized as the driving force behind individuals' exploratory drive, learning behavior, and willingness to embrace novelty. It is generally believed that the exploratory spirit of a curious mind can enhance the individual's imagination and cognitive capability for creative ideation. But there has been surprisingly little work to clarify the relationship between curiosity and creativity. Moreover, existing research commonly oversimplifies the operationalization ...
#1Mahbubul Alam (York University)
#2Souha R. Ezzedeen (York University)H-Index: 9
Last.Soosan D. Latham (York University)H-Index: 1
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Abstract This conceptual paper applies the construct of emotion regulation to the work-family interface in order to further expand our understanding of the positive aspects of emotional labor. Contrary to the predominant view that emotional labor is stressful and produces primarily harmful outcomes, we 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. Indeed, work s...
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