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.
There has been a growing interest in the potentially positive impact of expatriate interactions with host country nationals (HCNs) in International Human Resource Management (IHRM). This paper ...provides a comprehensive overview of this relatively new body of literature, and organises the empirical research with regard to antecedents and outcomes of expatriate-local (E-L) interactions at four different levels of analysis: individual, dyadic, group, and societal level. A literature search resulted in the selection of 74 articles, published between 1990 and 2016, which focus on E-L interactions that influence the success of an organisation. The overview shows most of the research has been done at the individual level of analysis, examining the impact of contact with HCNs on expatriate adjustment and performance. Several avenues and suggestions for future research are listed; an important starting point for future research is to clearly delineate which aspect of expatriate-local interactions is investigated - the frequency, depth, or breadth of the contact. This review counterbalances the predominant IHRM focus on expatriates as sole actors in expatriate success by specifically including another important stakeholder, the HCN. It further provides directions and a research agenda for future research on expatriate-local interactions.
There is a substantial gap between the promise and reality of artificial intelligence in human resource (HR) management. This article identifies four challenges in using data science techniques for ...HR tasks: complexity of HR phenomena, constraints imposed by small data sets, accountability questions associated with fairness and other ethical and legal constraints, and possible adverse employee reactions to management decisions via data-based algorithms. It then proposes practical responses to these challenges based on three overlapping principles—causal reasoning, randomization and experiments, and employee contribution—that would be both economically efficient and socially appropriate for using data science in the management of employees.
Big Data (BD) has become a valuable resource for companies. Publications on BD have grown enormously but scholarly work is scarce. The present review aims to systematise the academic inputs so far ...and to clarify what is the novelty of BD, what are its implications and challenges for HRM practices, and in which HR practice systems the main contributions are. In a systematic search of more than 1,500 documents, we found 41 articles studying BD in Human Resource Management (HRM). Results show that BD means a new approach and methodology to manage data on employees and numerous opportunities for HRM, but also important challenges at a technological, methodological and ethical level. Five main clusters of HR practice systems have been identified, concentrating the largest number of papers in the cluster of information, learning and knowledge and in the cluster of strategy, efficiency and performance, suggesting a trend in the studies that is explained by the nature and characteristics of the BD. The steps to carry out BD projects are described. The main contributions of the BD in each area are described and future research avenues are outlined.
With the aim of portraying the future of the field, HRM scholars have repeatedly proposed new research domains and perspectives. Unusual forms of organization do not, however, play a major role in ...these proposals, even if they have gained some importance in practice. A case in point relates to temporary forms of organization in general and project-based organizations in particular. In this paper, after outlining the evolution of HRM as a discipline, we will systematically review top-tier HRM journals as well as other management journals over a period of two decades. Findings reveal that HRM research concentrates mostly on only one dimension of temporary organizing, i.e. temporary employment, and adheres otherwise to the assumption of the permanency or at least longevity of organizations. We argue that theorizing HRM beyond the permanency assumption is not only urgently needed in face of spreading forms of project-based organizing, but also offers unique potentials to study HRM problems, including those of international HRM.
Scholars are directing more attention to employee perceptions of human resources (HR) practices and have explored issues such as whether and how employees' idiosyncratic or collective perceptions of ...HR practices shape employee outcomes. To further this area of research, we seek to determine what authors mean when they refer to "employee perceptions of HR practices". We review 105 articles from leading human resource management journals and find that employee perceptions of HR practices is not a monolithic concept. Rather, following previous scholars, we identify three distinct components of employee perceptions of HR practices: the 'what', 'how', and 'why'. We critically summarize extant literature on these three components of employee HR perception and propose future research directions, including enriching the theoretical foundations of HR communication, embracing cross-national contexts, and enhancing practical relevance.
There is now growing interest in employee resilience in the organizational context and its contribution to organizational performance. However, little is known the extent to which high-performance ...work systems (HPWS) contributes towards enhancing employee's resilience as well as their levels of engagement. This study examines the relationships among HPWS, employee resilience and engagement, using a sample of 2040 employees in the Chinese banking industry. Drawing on the job demands-resources model and strategic/high-performance human resource management theory, we develop three hypotheses to test the relationship between HPWS and employee resilience, resilience and employee engagement, and the mediating effect of resilience on the relationship between HPWS and engagement. All hypotheses are supported and suggest that HPWS can be used as a job resource to positively affect resilience and subsequently employee engagement. The key message of the paper is that employee resilience can be viewed as a set of skills and attributes that can be developed through the effective use of HPWS to benefit both individuals and the organization.
Well-being and HRM in the changing workplace Kowalski, Tina H. P.; Loretto, Wendy
International journal of human resource management,
09/2017, Volume:
28, Issue:
16
Journal Article
Peer reviewed
Open access
In a fast changing and fast-paced global workplace, where maintaining competitive advantage is paramount to success, identifying ways of sustaining employee well-being is of increasing importance to ...a range of stakeholders, both within the context of work and beyond. Within the workplace, well-being is important not only to individual employees in terms of maintaining their own good health, but also to managers and organisations as there is evidence to suggest that poor well-being at work can have adverse effects on performance and overall productivity. Beyond the workplace, health service providers must manage the potential burden of poor individual and population health, exacerbated in many nations by ageing workforces. Given the existing evidence linking employee well-being to key organisational outcomes such as performance and productivity, identifying ways to enhance employee well-being is, arguably, a core function of contemporary human resource professionals. However, the juxtaposition of an increased focus on well-being at work and the current business climate of needing to do more with less can pose significant challenges for HRM professionals in contemporary organisations. In this paper we examine some of the key issues of pertinence to researchers in the field of HRM and well-being, and propose a number of areas for future research.
Signaling Theory: A Review and Assessment Connelly, Brian L.; Certo, S. Trevis; Ireland, R. Duane ...
Journal of Management,
01/2011, Volume:
37, Issue:
1
Book Review, Journal Article
Peer reviewed
Signaling theory is useful for describing behavior when two parties (individuals or organizations) have access to different information. Typically, one party, the sender, must choose whether and how ...to communicate (or signal) that information, and the other party, the receiver, must choose how to interpret the signal. Accordingly, signaling theory holds a prominent position in a variety of management literatures, including strategic management, entrepreneurship, and human resource management. While the use of signaling theory has gained momentum in recent years, its central tenets have become blurred as it has been applied to organizational concerns. The authors, therefore, provide a concise synthesis of the theory and its key concepts, review its use in the management literature, and put forward directions for future research that will encourage scholars to use signaling theory in new ways and to develop more complex formulations and nuanced variations of the theory.
Green human resource management (GHRM) and corporate social responsibility (CSR) have recently gained more attention in the business world. This study aims to investigate the role of corporate ...support for employee volunteering (CSEV) in strengthening the impact of GHRM on adopting CSR practices of the best 30 firms registered in EGX100 at the Egyptian stock exchange and engaged with CSR activities. Therefore, a conceptual framework was proposed to list theoretical concepts of GHRM, CSEV and CSR to form hypotheses. Data were collected from 326 respondents occupying the highest managerial positions in the studied firms. Using a structural equation model (SEM), the results indicate that both GHRM and CSEV influence positively on adopting CSR activities. Furthermore, CSEV plays a positive moderating role in strengthening the impact of GHRM on adopting CSR in the studied firms. These findings and their managerial implications were discussed in theory and practice.
PDF
