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Human Resource Management Review
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3.63
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889
Papers 873
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Abstract Organizational talent management has been widely recognized as a key driver of firm performance. Existing theoretical and empirical work in the domain has drawn on Social Exchange Theory to suggest that talent management affects organizational performance by eliciting positive reactions such as high organizational commitment and work effort among the firm's most high performing and high potential employees (i.e., talented employees). While this work has produced valuable insights, it ha...
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#1Hans van Dijk (Tilburg University)H-Index: 6
#2Amanda Shantz (Trinity College, Dublin)H-Index: 18
Last. Kerstin Alfes (ESCP Europe)H-Index: 18
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Abstract We nuance the overtly negative image of overqualified employees by illuminating the brighter side of overqualification. In this extension of current thinking on overqualification, we argue that there are four ways in which overqualification can positively shape the performance of overqualified employees and their fellow group members. Following their theoretical basis, we refer to these as the (1) human capital, (2) status, (3) social learning, and (4) identification advantages. For eac...
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#1Gabriel Lozano-Reina (University of Murcia)H-Index: 2
#2Gregorio Sánchez-Marín (University of Murcia)H-Index: 10
Abstract Say on pay (SOP) is a form of shareholder activism where shareholders express their opinions on executive compensation by casting a vote in the annual general meeting. To date, although a large variety of results, antecedents and outcomes have been mentioned and discussed, knowledge about SOP is still limited. This study, through a systematic literature review of 44 articles on SOP published between 2010 and 2018 in finance and management journals, aims to explore our understanding of S...
1 CitationsSource
#1Jian Han (China Europe International Business School)
#2Sun Jian-min (RUC: Renmin University of China)H-Index: 1
Last. Hong-Lei Wang (NEAU: Northeast Agricultural University)
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Abstract A high-performance work system (HPWS) is defined as a series of performance-enhancing human resource management practices. Many studies have demonstrated the positive relationship of HPWSs with organizational, group, and individual performance. However, evidence has indicated that HPWSs can also exert negative effects. In this paper, taking a dialectical view, we elaborate several propositions regarding why HPWSs have negative effects and when these negative effects occur, mainly from t...
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#1Mary Anne Taylor (Clemson University)H-Index: 8
#2Jennifer Bailey Bisson (Clemson University)H-Index: 1
Abstract Forecasts of the labor force supply over the next 20 years reveals a demographic bubble of older retirees that is not offset by the percentage of qualified incoming younger workers ( Bureau of Labor Statistics U.S. Department of Labor, 2014 ). Understanding how training may be used to retain older employees can lead to a competitive edge for firms, given the upcoming need for skilled workers. Training also carries benefits for late career workers or job seekers as a means to increase th...
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#1Carol Flinchbaugh (NMSU: New Mexico State University)H-Index: 3
#2Mortaza Zare (University of Texas of the Permian Basin)H-Index: 1
Last. Spenser Essman (USC: University of South Carolina)H-Index: 2
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Abstract The use of independent contractors has steadily increased over the past two decades. However, relatively little research has examined contractors' effectiveness and the studies that do often report contradictory findings of contractors' value. The inconsistent findings result from the broad definition of effectiveness employed in these studies, stretched across various types of nonstandard workers (including contract, part-time, seasonal, and temporary work) and both individual- and fir...
1 CitationsSource
#1Chao Miao (SU: Salisbury University)
#2Shanshan Qian (TU: Towson University)
Last. Anson Seers (VCU: Virginia Commonwealth University)H-Index: 10
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Abstract The present research focuses on supervisor-subordinate guanxi (SSG) – a non-work or personal tie that reflects the relationship between a subordinate and their supervisor. Although SSG has received considerable attention, results are mixed. Further, how the Eastern conceptualization of SSG differs from the Western conceptualization of leader-member exchange (LMX) remains nebulous. We meta-analyzed 71 samples that contain 238 effect sizes. We found that: (1) SSG has a strong overlap with...
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#1Matthew M. Piszczek (WSU: Wayne State University)H-Index: 5
#2Peter Berg (MSU: Michigan State University)H-Index: 24
Abstract The person-environment fit framework has been increasingly used as a theoretical foundation for work-family research. As this use has grown, several gaps and opportunities regarding its application to this literature have emerged. The present paper draws on attribution theory to build a conceptual model that explains the cognitive processes through which work-family human resource practices are linked to person-environment work-family fit perceptions. We distinguish between employee att...
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#1François S. de Kock (EUR: Erasmus University Rotterdam)H-Index: 4
#2Filip F. Lievens (Singapore Management University)
Last. Marise Ph. Born (EUR: Erasmus University Rotterdam)H-Index: 24
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Abstract In light of the pivotal importance of judgments and ratings in human resource management (HRM) settings, a better understanding of the individual differences associated with being a good judge is sorely needed. This review provides an overview of individual difference characteristics that have been associated with the accurate judges in HRM. We review empirical findings over >80 years to identify what we know and do not know about the individual difference correlates of being an accurat...
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#1Kibum Kwon (Texas A&M University–Commerce)
#2Taesung Kim (Incheon National University)
Abstract The purpose of the current literature review is to (a) provide a comprehensive understanding of the relationship between employee engagement and innovative behavior through the lens of the JD-R model; (b) identify and revisit the guiding theories underpinning employee engagement studies; and (c) construct an integrated conceptual framework based on empirically validated factors and their relationships, along with relevant theories. An integrative literature review of 34 empirical studie...
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