Partial least squares structural equation modeling (PLS-SEM) has become a key multivariate analysis technique that human resource management (HRM) researchers frequently use. While most disciplines ...undertake regular critical reflections on the use of important methods to ensure rigorous research and publication practices, the use of PLS-SEM in HRM has not been analyzed so far. To address this gap in HRM literature, this paper presents a critical review of PLS-SEM use in 77 HRM studies published over a 30-year period in leading journals. By contrasting the review results with state-of-the-art guidelines for use of the method, we identify several areas that offer room of improvement when applying PLS-SEM in HRM studies. Our findings offer important guidance for future use of the PLS-SEM method in HRM and related fields.
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This article integrates conservation of resources theory to explore the impact of green leadership on the green behavior of employees. The data came from respondents from multiple industries in ...Pakistan. This study found that, as anticipated, green leadership has a positive impact on employee green behavior. Results also showed that green attitude significantly mediated the link between green leadership and employee green behavior in study 1; however, the role of emotional exhaustion was not significant. In study 2, green human resource management (GHRM) practice did not affect the direct link between green leadership and emotional exhaustion, nor did it affect the indirect link between green leadership and green behavior through emotional exhaustion. However, GHRM significantly moderated the mediation of green attitude. This article provides valuable insights for environmental researchers, managers, and policymakers to reform strategies to promote green behavior in the workplace.
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The management of human resources is today significantly impacted by the emergence of the global workforce and the increasing relevance of business analytics as a strategic organizational capability. ...Whereas human resources analytics has been largely discussed in literature in the last decade, a systematic identification and classification of key topics is yet to be introduced. In particular, there is room for conceptual contributions aiming to provide a comprehensive definition of concepts and investigation areas related to HR analytics. Using a systematic literature review process, we deconstruct the concept of human resources analytics as presented in a vast although fragmented literature, and we identify 106 key research topics associated to three major areas, i.e. enablers of HR analytics (technological and organizational), applications (descriptive and diagnostic/prescriptive), and value (employee value and organizational value). We also speculate on an “exponential” view of HR analytics enabled by the affirmation of artificial intelligence and cognitive technologies. The article provides a large systematization effort and a research agenda for developing further studies in the field of HR analytics. By a practitioner perspective, the study offers insights to support the design of innovative analytics projects within organizations.
•Disruptive organizational and technological factors are transforming the role and practice of human resource management•Human resource analytics is crucial to enhance people-driven performance within organizations•We conduct a systematic review of literature and identify 106 topics and 6 sub-categories related to HR analytics•We articulate a conceptual view of “exponential” HR analytics through an input-process-output line of thought•We systematize research trends and identify 6 propositions to drive future investigation on HR analytics•The paper provides a systematization and insights for new research on HR analytics
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GEOZS, IJS, IMTLJ, KILJ, KISLJ, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UILJ, UL, UM, UPCLJ, UPUK, ZAGLJ, ZRSKP
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Time for Realignment: The HR Ecosystem Snell, Scott A.; Morris, Shad S.
Academy of Management perspectives,
05/2021, Volume:
35, Issue:
2
Journal Article
Peer reviewed
Open access
The concepts of fit and alignment have been foundational to the field of strategic human resource management. And while the theoretical premises that underlie these concepts remain useful and ...intuitively compelling, the lack of empirical evidence to support them proves problematic. Part of the reason, we suspect, is that current research on fit and alignment does not fully reflect realities of contemporary organizations or the practical challenges faced by managers. We argue that HR researchers have an opportunity to reframe concepts of fit and alignment to better reflect the complexities and dynamics of contemporary models of strategy and organization. We suggest that an ecosystem perspective can help us study the processes of alignment, not just its static features. It can help to depict the interactions among elements of the workforce compositions, capabilities, and cultures. Because these interactions are myriad and constantly in flux, HR researchers might approach alignment in an evolutionary way whereby practices are constantly changing and then being reintegrated into the system to assure consistency and synergy. The benefit of doing so might reinvigorate research on strategy and HR.
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Within the last decades, universities are increasingly expected and measured by their direct engagement in collaborations beyond academia. Exploring the potential that lies in university-business ...collaborations, the present anthology attends to the dilemmas, dualities, and challenges that follow such collaborations, especially in the academic traditions of the social sciences and humanities. Each contribution investigates how the human perspective – a perspective that highlights how complex knowledge and a deep understanding of human everyday life – enriches companies’ processes, products, services, and ideas. Some chapters focus on collaborations between researchers and business practitioners, others focus on teaching examples involving students in the collaborative work with businesses and organisations, and again others contribute with more theoretical considerations. By gathering hands-on experiences, the book provides readers with inspirations, reflections on, and insights into university-business collaborations. This book, therefore, is intended for researchers within the humanities and social sciences, who want to get a deeper understanding of the practice of such collaborations.
Drawing on the Ability-Motivation-Opportunity, Corporate Environmentalism, and Value Belief Norm theories, this study proposes a framework that focuses on the consequences of green human resource ...management practices. We collected data from employees (n = 184) in sustainability-focused organizations in the United Arab Emirates. The results suggest that employee green behavior significantly shapes the relationships between environmental orientation, green competence building, green motivation, and organizational business performance. The study results allow us to understand better employee green behaviors and their impact on improving organizational business performance in an emerging nation context. The novelty of this research lies in the presentation of an integrated framework to solve the contemporary challenge facing businesses in promoting the green behaviors of employees.
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This book brings together research at the intersection of music, cultural industries, management, antiracist politics and gender studies to analyse music as labour, in particular highlighting social ...inequalities and activism. Providing insights into labour processes and practices, the authors investigate the changing role of manifold actors, institutions and technologies and the corresponding shifts in the valuation and evaluation of music achievements that have shaped the relationship between music, labour, the economy and politics. With research into a variety of geographic regions, chapters shed light on the various ways by which musicians’ work is performed, constructed and managed at different times and show that musicians’ working practices have been marked by precarity, insecurity and short-term contracts long before capitalism invited everybody to ‘be creative’. In doing so, they specifically examine the dynamics in music professions and educational institutions, as well as gatekeepers and mechanisms of inclusion and exclusion. With a specific emphasis on inequalities in the music industries, this book will be essential reading for scholars seeking to understand the collective actions and initiatives that foster participation, inclusion, diversity and fair pay amongst musicians and other workers.
Considering the fact that Corporate Social Responsibility (CSR) is widely recognized for its positive impact on environmental performance, little research exists on its effect on the relationship ...between Green Human Resource Management (GHRM) and an Organization's Environmental Performance (OEP). This study investigates how CSR affects GHRM and the OEP, along with its moderating effect. Data was collected from the Malaysian manufacturing industry and subsequently analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM). The results revealed that GHRM and CSR positively and significantly affect the OEP. The study also revealed that CSR strengthens the existing relationship between GHRM and the OEP. Therefore, this study contributes to the existing literature by providing new scholarly evidence on the moderating effect of CSR on the GHRM-OEP nexus. The findings provide policymakers and the management of the manufacturing industry in Malaysia with fresh insights into the formulation of effective policies to promote CSR and GHRM practices within organizations.
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This book argues that knowledge management and HRM systems should be integrated. This integration provides the foundation for designing knowledge-oriented high-performance HR practices.
Psychological Capital Luthans, Fred; Youssef, Carolyn M; Avolio, Bruce J
09/2006
eBook
This book draws from a foundation of positive psychology and recently emerging positive organizational behavior (POB). Its purpose is to introduce the untapped human resource capacity of ...psychological capital, or simply PsyCap. This PsyCap goes beyond traditionally recognized human and social capital and must meet the scientific criteria of theory, research, and valid measurement. To distinguish from other constructs in positive psychology and organizational behavior, to be included in PsyCap the resource capacity must also be “state-like” and thus open to development (as opposed to momentary states or fixed traits) and have performance impact. The positive psychological resource capacities that meet these PsyCap criteria — efficacy (confidence), hope, optimism, and resilience — are covered in separate chapters. These four resource capacities are conceptually and empirically distinct, but also have underlying common processes for striving to succeed and when in combination contribute to a higher-order, core construct of psychological capital. Besides these four, other potential positive constructs such as creativity, wisdom, well being, flow, humor, gratitude, forgiveness, emotional intelligence, spirituality, authenticity, and courage are covered in Chapters 6 and 7. The concluding Chapter 8 summarizes and presents the research demonstrating the performance impact of PsyCap, the PsyCap questionnaire (PCQ) for measurement and the PsyCap Intervention (PCI) for development. Utility analysis indicates that investing in the development of PsyCap can result in a very substantial return. In total, this book provides the theory, research, measure, and method of application for the new resource of Psychological Capital that can be developed and sustained for competitive advantage.
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