Research in Personnel and Human Resources Management:
This book contains an Open Access chapter. Contributions include an analysis of professional touching behaviour, ideas about the state of science in HRM, processes that occur in expatriate turnover, suggestions concerning the state of human resource process research and an Open Access chapter on wor...
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Bingley
Emerald Publishing Limited
2023
|
| Ausgabe: | 1st ed |
| Schriftenreihe: | Research in Personnel and Human Resources Management Series
v.41 |
| Schlagworte: | |
| Online-Zugang: | DE-2070s |
| Zusammenfassung: | This book contains an Open Access chapter. Contributions include an analysis of professional touching behaviour, ideas about the state of science in HRM, processes that occur in expatriate turnover, suggestions concerning the state of human resource process research and an Open Access chapter on work-life flexibility issues |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (362 Seiten) |
| ISBN: | 9781837533909 |
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| 490 | 0 | |a Research in Personnel and Human Resources Management Series |v v.41 | |
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| 505 | 8 | |a Intro -- Cover -- Title -- Copyright -- Contents -- About the Contributors -- Chapter 1. Forty Volumes of Research in Personnel and Human Resources Management: Reflecting on Impactful Contributions and Continuing Our Mission Into the Future -- References -- Chapter 2. Cobblers, Let's Stick to Our Lasts! A Song of Sorrow (and of Hope) About the State of Personnel and Human Resource Management Science -- Abstract -- Song of Sorrow: The Current Health of PHRM Science -- The Norms of Science -- Hypothetico-deductive Model of Research -- Deviating from the Ideal (Injunctive Norms) -- Lack of Solid Theory -- Lack of Replicability -- Lack of Reproducibility -- Lack of Materials, Data, and Code -- Lack of Proper Samples -- Lack of Quality Control: The Peer-review Process -- Lack of Non-significant Findings -- Lack of Availability -- Lack of Practical Implications -- Potential Explanations -- Don't Blame the Individual - It's (Mainly) The Ecosystem! -- Grievance 1: Questionable Research/Reporting Practices -- Grievance 2: Measurement Schmeasurement -- Grievance 3: Methodology -- Grievance 4: Statistics -- Coming Out of the Dark: Where Should We Go? -- Need to Set the Norms Straight -- Need to Set Proper Incentives -- Need to Embrace Variability, and Not Shun It -- Many Labs -- Many Materials -- Many Analysts -- Need for Openness -- Preregistration -- Registered Report -- Open Materials, Data, and Code -- Open Access -- Platforms to Achieve Openness -- (Individual) Benefits to Engaging in Open Science Practices -- Need for Relevance -- Need for Inclusiveness -- Conclusion -- Notes -- References -- Chapter 3. Retaining Self-initiated Expatriates: Systematic Reviews and Managerial Practices -- Abstract -- Introduction -- Defining SIE: A Systematic Approach -- Origins of the Definition of SIE -- Reviewing Past Proposed Definitions | |
| 505 | 8 | |a Identifying Definitional Confounds in the SIE Nomological Network -- Antecedents -- Moderators -- Outcomes -- The Evolution of the SIE Definition -- Defining SIE -- Review of Quantitative SIE Studies -- Review of Qualitative SIE Research -- Review of Suggested Future Directions for SIE Research -- Review of SIE Retention -- Review of Qualitative Studies on SIE Adjustment, Embeddedness, and Retention -- A Systematic Study of Organizational Practices for Retaining SIE -- Practice Theory as Theoretical Foundation -- Qualitative Design of Our Study -- Managerial View of the Factors Influencing Relationships Between SIE Adjustment, Embeddedness, and Retention -- Personal Factors That Managers Believe Facilitate SIE Adjustment, Embeddedness, and Retention -- Personal Factors That Inhibit SIE Adjustment, Embeddedness, and Retention -- Personal Factors With a Mixed Impact on SIE Adjustment, Embeddedness, and Retention -- Interpersonal Factors Influencing SIE Adjustment, Embeddedness, and Retention -- Contextual Factors Impacting Adjustment, Embeddedness, and Retention -- Alignment Between Organizational Practices and the Factors Influencing SIE Adjustment, Embeddedness, and Retention -- Summary of the Findings of Our Qualitative Study -- Discussion -- Practical Implications -- Limitations -- Conclusion -- Notes -- References -- Chapter 4. A Theory of Professional Touching Behavior in Organizations: Implications for Human Resource Scholars and Practitioners -- Abstract -- PTB in Organizations -- Primary Appraisal of PTB: Benefit Versus Harm -- Sociometer Perspective on PTB -- BIS Perspective on PTB -- Relational Value (Sociometer) and Infection Risk (BIS): The Influence of Personal, Relational, and Contextual Factors -- The Socially Functional Perspective: Sociometer Theory -- Subsequent Sociometer-based Responses -- Socio-emotional Response | |
| 505 | 8 | |a Socio-cognitive Response -- Socio-physiological Response -- Socio-behavioral Response -- The Immunological Perspective: BIS Theory -- Subsequent BIS-based Responses -- Immuno-emotional Response -- Immuno-cognitive Response -- Immuno-physiological Response -- Immuno-behavioral Response -- Secondary Appraisal of PTB -- Sociometer-based Secondary Appraisal of PTB -- BIS-based Secondary Appraisal of PTB -- Discussion -- Intended Contributions -- Directions for Future HRM and Organizational Research -- Conclusion -- Note -- References -- Chapter 5. Looking Back to Move Forward: A 20-Year Overview and an Integrated Model of Human Resource Process Research -- Abstract -- Introduction -- Part I. The Start of HR Process Research -- Wright & -- Nishii's HR Process Model -- Bowen and Ostroff's HRM System Strength -- Nishii et al.'s HR Attributions -- The Development of HR Process Research -- Empirical Shift: From Content to Process -- From HRM System Strength to Perceived HRM System Strength -- Empirical Development of the HR Attributions Model -- HR Process Research Goes Global: Evidence From Asia -- Maturing of HR Process Research -- Reflecting on the Strength of HRM System Research -- A Critical Look at HR Attributions Research -- Part II. A Revised Process Model: Incorporating HRM System Strength and HR Attributions -- Existing Research to Connect the (Perceived) HRM System Strength With HR Attribution Concepts -- Introducing a Revised HR Process Model -- Connecting HRM System Strength -- Connecting HR Attributions -- A Framework of Moderators -- A Contingency-based Process Model -- Part III. Future Challenges and Practical Implications -- Future Research: Theoretical Questions -- Future Research: Methodological Challenges -- Practical Implications of HR Process to HR Professionals and Managers -- Notes -- References | |
| 505 | 8 | |a Chapter 6. Work-Life Flexibility Policies: Moving From Traditional Views Toward Work-Life Intersectionality Considerations -- Abstract -- Contributions -- Summary of Article Organization -- Part I: Comparing Traditional and Intersectional Lenses on Work-life Flexibility Policies -- Overview of Traditional Approach -- Overview of Intersectional Approach -- Identity -- Power and Resources -- Comparing and Contrasting Traditional and Intersectional Approaches -- Part II: Work-life Flexibility Model: Enriching the Traditional Boundary Control and Implementation Perspective -- Use of Work-Life Flexibility Policies and Control Over the Work Role Boundary -- Organizational Implementation Approach -- Cultural Support for Flexibility Policy Use -- Customizability -- Individual Implementation of Work-Life Flexibility -- Effects of Control Over the Work Role Boundary on Performance in the Nonwork Domain -- Physical and Psychological Availability -- Moderating Effects of Type of Work Role Boundary Control on the Relationship Strength Between Availability and Nonwork Performance -- Control Bundling and Chilling Effects -- Individual Work-Life Flexibility Enactment and Nonwork Performance -- Salience of Nonwork Identity -- Effect of Work-Life Flexibility on Performance in the Work Domain -- Salience of Work Identity -- Workgroup Flexibility Context -- Results-oriented Work Environment -- Collaborative Time Management Scheduling Practices and Predictable Time Off -- Part III: Enriching the Model with Considerations for Future Research from a Work-life Intersectionality Lens -- Work-Life Flexibility Initiation: Invoking Policy Use and Access to Work-Life Flexibility -- Intersectional Consideration #1 -- Organizational Implementation -- Intersectionality Consideration #2 -- Control and Work and Nonwork Performance -- Intersectionality Consideration #3 | |
| 505 | 8 | |a Individual Implementation -- Intersectionality Consideration #4 -- Workgroup Implementation -- Intersectionality Consideration #5 -- Work-Life Intersectionality and Nonwork Performance -- Intersectionality Consideration #6 -- Discussion -- Contributions to the Work-Life Literature -- Conclusions -- Acknowledgment -- References -- Index | |
| 520 | |a This book contains an Open Access chapter. Contributions include an analysis of professional touching behaviour, ideas about the state of science in HRM, processes that occur in expatriate turnover, suggestions concerning the state of human resource process research and an Open Access chapter on work-life flexibility issues | ||
| 650 | 4 | |a Personnel management | |
| 700 | 1 | |a Wheeler, Anthony R. |e Sonstige |4 oth | |
| 700 | 1 | |a Baur, John E. |e Sonstige |4 oth | |
| 700 | 1 | |a Halbesleben, Jonathon R. B. |e Sonstige |4 oth | |
| 776 | 0 | 8 | |i Erscheint auch als |n Druck-Ausgabe |a Buckley, M. Ronald |t Research in Personnel and Human Resources Management |d Bingley : Emerald Publishing Limited,c2023 |z 9781837533893 |
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Datensatz im Suchindex
| _version_ | 1810600639897534465 |
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| adam_text | |
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| author | Buckley, M. Ronald |
| author_facet | Buckley, M. Ronald |
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| author_variant | m r b mr mrb |
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| bvnumber | BV049874756 |
| collection | ZDB-30-PQE |
| contents | Intro -- Cover -- Title -- Copyright -- Contents -- About the Contributors -- Chapter 1. Forty Volumes of Research in Personnel and Human Resources Management: Reflecting on Impactful Contributions and Continuing Our Mission Into the Future -- References -- Chapter 2. Cobblers, Let's Stick to Our Lasts! A Song of Sorrow (and of Hope) About the State of Personnel and Human Resource Management Science -- Abstract -- Song of Sorrow: The Current Health of PHRM Science -- The Norms of Science -- Hypothetico-deductive Model of Research -- Deviating from the Ideal (Injunctive Norms) -- Lack of Solid Theory -- Lack of Replicability -- Lack of Reproducibility -- Lack of Materials, Data, and Code -- Lack of Proper Samples -- Lack of Quality Control: The Peer-review Process -- Lack of Non-significant Findings -- Lack of Availability -- Lack of Practical Implications -- Potential Explanations -- Don't Blame the Individual - It's (Mainly) The Ecosystem! -- Grievance 1: Questionable Research/Reporting Practices -- Grievance 2: Measurement Schmeasurement -- Grievance 3: Methodology -- Grievance 4: Statistics -- Coming Out of the Dark: Where Should We Go? -- Need to Set the Norms Straight -- Need to Set Proper Incentives -- Need to Embrace Variability, and Not Shun It -- Many Labs -- Many Materials -- Many Analysts -- Need for Openness -- Preregistration -- Registered Report -- Open Materials, Data, and Code -- Open Access -- Platforms to Achieve Openness -- (Individual) Benefits to Engaging in Open Science Practices -- Need for Relevance -- Need for Inclusiveness -- Conclusion -- Notes -- References -- Chapter 3. Retaining Self-initiated Expatriates: Systematic Reviews and Managerial Practices -- Abstract -- Introduction -- Defining SIE: A Systematic Approach -- Origins of the Definition of SIE -- Reviewing Past Proposed Definitions Identifying Definitional Confounds in the SIE Nomological Network -- Antecedents -- Moderators -- Outcomes -- The Evolution of the SIE Definition -- Defining SIE -- Review of Quantitative SIE Studies -- Review of Qualitative SIE Research -- Review of Suggested Future Directions for SIE Research -- Review of SIE Retention -- Review of Qualitative Studies on SIE Adjustment, Embeddedness, and Retention -- A Systematic Study of Organizational Practices for Retaining SIE -- Practice Theory as Theoretical Foundation -- Qualitative Design of Our Study -- Managerial View of the Factors Influencing Relationships Between SIE Adjustment, Embeddedness, and Retention -- Personal Factors That Managers Believe Facilitate SIE Adjustment, Embeddedness, and Retention -- Personal Factors That Inhibit SIE Adjustment, Embeddedness, and Retention -- Personal Factors With a Mixed Impact on SIE Adjustment, Embeddedness, and Retention -- Interpersonal Factors Influencing SIE Adjustment, Embeddedness, and Retention -- Contextual Factors Impacting Adjustment, Embeddedness, and Retention -- Alignment Between Organizational Practices and the Factors Influencing SIE Adjustment, Embeddedness, and Retention -- Summary of the Findings of Our Qualitative Study -- Discussion -- Practical Implications -- Limitations -- Conclusion -- Notes -- References -- Chapter 4. A Theory of Professional Touching Behavior in Organizations: Implications for Human Resource Scholars and Practitioners -- Abstract -- PTB in Organizations -- Primary Appraisal of PTB: Benefit Versus Harm -- Sociometer Perspective on PTB -- BIS Perspective on PTB -- Relational Value (Sociometer) and Infection Risk (BIS): The Influence of Personal, Relational, and Contextual Factors -- The Socially Functional Perspective: Sociometer Theory -- Subsequent Sociometer-based Responses -- Socio-emotional Response Socio-cognitive Response -- Socio-physiological Response -- Socio-behavioral Response -- The Immunological Perspective: BIS Theory -- Subsequent BIS-based Responses -- Immuno-emotional Response -- Immuno-cognitive Response -- Immuno-physiological Response -- Immuno-behavioral Response -- Secondary Appraisal of PTB -- Sociometer-based Secondary Appraisal of PTB -- BIS-based Secondary Appraisal of PTB -- Discussion -- Intended Contributions -- Directions for Future HRM and Organizational Research -- Conclusion -- Note -- References -- Chapter 5. Looking Back to Move Forward: A 20-Year Overview and an Integrated Model of Human Resource Process Research -- Abstract -- Introduction -- Part I. The Start of HR Process Research -- Wright & -- Nishii's HR Process Model -- Bowen and Ostroff's HRM System Strength -- Nishii et al.'s HR Attributions -- The Development of HR Process Research -- Empirical Shift: From Content to Process -- From HRM System Strength to Perceived HRM System Strength -- Empirical Development of the HR Attributions Model -- HR Process Research Goes Global: Evidence From Asia -- Maturing of HR Process Research -- Reflecting on the Strength of HRM System Research -- A Critical Look at HR Attributions Research -- Part II. A Revised Process Model: Incorporating HRM System Strength and HR Attributions -- Existing Research to Connect the (Perceived) HRM System Strength With HR Attribution Concepts -- Introducing a Revised HR Process Model -- Connecting HRM System Strength -- Connecting HR Attributions -- A Framework of Moderators -- A Contingency-based Process Model -- Part III. Future Challenges and Practical Implications -- Future Research: Theoretical Questions -- Future Research: Methodological Challenges -- Practical Implications of HR Process to HR Professionals and Managers -- Notes -- References Chapter 6. Work-Life Flexibility Policies: Moving From Traditional Views Toward Work-Life Intersectionality Considerations -- Abstract -- Contributions -- Summary of Article Organization -- Part I: Comparing Traditional and Intersectional Lenses on Work-life Flexibility Policies -- Overview of Traditional Approach -- Overview of Intersectional Approach -- Identity -- Power and Resources -- Comparing and Contrasting Traditional and Intersectional Approaches -- Part II: Work-life Flexibility Model: Enriching the Traditional Boundary Control and Implementation Perspective -- Use of Work-Life Flexibility Policies and Control Over the Work Role Boundary -- Organizational Implementation Approach -- Cultural Support for Flexibility Policy Use -- Customizability -- Individual Implementation of Work-Life Flexibility -- Effects of Control Over the Work Role Boundary on Performance in the Nonwork Domain -- Physical and Psychological Availability -- Moderating Effects of Type of Work Role Boundary Control on the Relationship Strength Between Availability and Nonwork Performance -- Control Bundling and Chilling Effects -- Individual Work-Life Flexibility Enactment and Nonwork Performance -- Salience of Nonwork Identity -- Effect of Work-Life Flexibility on Performance in the Work Domain -- Salience of Work Identity -- Workgroup Flexibility Context -- Results-oriented Work Environment -- Collaborative Time Management Scheduling Practices and Predictable Time Off -- Part III: Enriching the Model with Considerations for Future Research from a Work-life Intersectionality Lens -- Work-Life Flexibility Initiation: Invoking Policy Use and Access to Work-Life Flexibility -- Intersectional Consideration #1 -- Organizational Implementation -- Intersectionality Consideration #2 -- Control and Work and Nonwork Performance -- Intersectionality Consideration #3 Individual Implementation -- Intersectionality Consideration #4 -- Workgroup Implementation -- Intersectionality Consideration #5 -- Work-Life Intersectionality and Nonwork Performance -- Intersectionality Consideration #6 -- Discussion -- Contributions to the Work-Life Literature -- Conclusions -- Acknowledgment -- References -- Index |
| ctrlnum | (ZDB-30-PQE)EBC30622187 (ZDB-30-PAD)EBC30622187 (ZDB-89-EBL)EBL30622187 (OCoLC)1402817560 (DE-599)BVBBV049874756 |
| dewey-full | 658.3 |
| dewey-hundreds | 600 - Technology (Applied sciences) |
| dewey-ones | 658 - General management |
| dewey-raw | 658.3 |
| dewey-search | 658.3 |
| dewey-sort | 3658.3 |
| dewey-tens | 650 - Management and auxiliary services |
| discipline | Wirtschaftswissenschaften |
| edition | 1st ed |
| format | Electronic eBook |
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Forty Volumes of Research in Personnel and Human Resources Management: Reflecting on Impactful Contributions and Continuing Our Mission Into the Future -- References -- Chapter 2. Cobblers, Let's Stick to Our Lasts! A Song of Sorrow (and of Hope) About the State of Personnel and Human Resource Management Science -- Abstract -- Song of Sorrow: The Current Health of PHRM Science -- The Norms of Science -- Hypothetico-deductive Model of Research -- Deviating from the Ideal (Injunctive Norms) -- Lack of Solid Theory -- Lack of Replicability -- Lack of Reproducibility -- Lack of Materials, Data, and Code -- Lack of Proper Samples -- Lack of Quality Control: The Peer-review Process -- Lack of Non-significant Findings -- Lack of Availability -- Lack of Practical Implications -- Potential Explanations -- Don't Blame the Individual - It's (Mainly) The Ecosystem! -- Grievance 1: Questionable Research/Reporting Practices -- Grievance 2: Measurement Schmeasurement -- Grievance 3: Methodology -- Grievance 4: Statistics -- Coming Out of the Dark: Where Should We Go? -- Need to Set the Norms Straight -- Need to Set Proper Incentives -- Need to Embrace Variability, and Not Shun It -- Many Labs -- Many Materials -- Many Analysts -- Need for Openness -- Preregistration -- Registered Report -- Open Materials, Data, and Code -- Open Access -- Platforms to Achieve Openness -- (Individual) Benefits to Engaging in Open Science Practices -- Need for Relevance -- Need for Inclusiveness -- Conclusion -- Notes -- References -- Chapter 3. Retaining Self-initiated Expatriates: Systematic Reviews and Managerial Practices -- Abstract -- Introduction -- Defining SIE: A Systematic Approach -- Origins of the Definition of SIE -- Reviewing Past Proposed Definitions</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Identifying Definitional Confounds in the SIE Nomological Network -- Antecedents -- Moderators -- Outcomes -- The Evolution of the SIE Definition -- Defining SIE -- Review of Quantitative SIE Studies -- Review of Qualitative SIE Research -- Review of Suggested Future Directions for SIE Research -- Review of SIE Retention -- Review of Qualitative Studies on SIE Adjustment, Embeddedness, and Retention -- A Systematic Study of Organizational Practices for Retaining SIE -- Practice Theory as Theoretical Foundation -- Qualitative Design of Our Study -- Managerial View of the Factors Influencing Relationships Between SIE Adjustment, Embeddedness, and Retention -- Personal Factors That Managers Believe Facilitate SIE Adjustment, Embeddedness, and Retention -- Personal Factors That Inhibit SIE Adjustment, Embeddedness, and Retention -- Personal Factors With a Mixed Impact on SIE Adjustment, Embeddedness, and Retention -- Interpersonal Factors Influencing SIE Adjustment, Embeddedness, and Retention -- Contextual Factors Impacting Adjustment, Embeddedness, and Retention -- Alignment Between Organizational Practices and the Factors Influencing SIE Adjustment, Embeddedness, and Retention -- Summary of the Findings of Our Qualitative Study -- Discussion -- Practical Implications -- Limitations -- Conclusion -- Notes -- References -- Chapter 4. A Theory of Professional Touching Behavior in Organizations: Implications for Human Resource Scholars and Practitioners -- Abstract -- PTB in Organizations -- Primary Appraisal of PTB: Benefit Versus Harm -- Sociometer Perspective on PTB -- BIS Perspective on PTB -- Relational Value (Sociometer) and Infection Risk (BIS): The Influence of Personal, Relational, and Contextual Factors -- The Socially Functional Perspective: Sociometer Theory -- Subsequent Sociometer-based Responses -- Socio-emotional Response</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Socio-cognitive Response -- Socio-physiological Response -- Socio-behavioral Response -- The Immunological Perspective: BIS Theory -- Subsequent BIS-based Responses -- Immuno-emotional Response -- Immuno-cognitive Response -- Immuno-physiological Response -- Immuno-behavioral Response -- Secondary Appraisal of PTB -- Sociometer-based Secondary Appraisal of PTB -- BIS-based Secondary Appraisal of PTB -- Discussion -- Intended Contributions -- Directions for Future HRM and Organizational Research -- Conclusion -- Note -- References -- Chapter 5. Looking Back to Move Forward: A 20-Year Overview and an Integrated Model of Human Resource Process Research -- Abstract -- Introduction -- Part I. The Start of HR Process Research -- Wright &amp -- Nishii's HR Process Model -- Bowen and Ostroff's HRM System Strength -- Nishii et al.'s HR Attributions -- The Development of HR Process Research -- Empirical Shift: From Content to Process -- From HRM System Strength to Perceived HRM System Strength -- Empirical Development of the HR Attributions Model -- HR Process Research Goes Global: Evidence From Asia -- Maturing of HR Process Research -- Reflecting on the Strength of HRM System Research -- A Critical Look at HR Attributions Research -- Part II. A Revised Process Model: Incorporating HRM System Strength and HR Attributions -- Existing Research to Connect the (Perceived) HRM System Strength With HR Attribution Concepts -- Introducing a Revised HR Process Model -- Connecting HRM System Strength -- Connecting HR Attributions -- A Framework of Moderators -- A Contingency-based Process Model -- Part III. Future Challenges and Practical Implications -- Future Research: Theoretical Questions -- Future Research: Methodological Challenges -- Practical Implications of HR Process to HR Professionals and Managers -- Notes -- References</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Chapter 6. Work-Life Flexibility Policies: Moving From Traditional Views Toward Work-Life Intersectionality Considerations -- Abstract -- Contributions -- Summary of Article Organization -- Part I: Comparing Traditional and Intersectional Lenses on Work-life Flexibility Policies -- Overview of Traditional Approach -- Overview of Intersectional Approach -- Identity -- Power and Resources -- Comparing and Contrasting Traditional and Intersectional Approaches -- Part II: Work-life Flexibility Model: Enriching the Traditional Boundary Control and Implementation Perspective -- Use of Work-Life Flexibility Policies and Control Over the Work Role Boundary -- Organizational Implementation Approach -- Cultural Support for Flexibility Policy Use -- Customizability -- Individual Implementation of Work-Life Flexibility -- Effects of Control Over the Work Role Boundary on Performance in the Nonwork Domain -- Physical and Psychological Availability -- Moderating Effects of Type of Work Role Boundary Control on the Relationship Strength Between Availability and Nonwork Performance -- Control Bundling and Chilling Effects -- Individual Work-Life Flexibility Enactment and Nonwork Performance -- Salience of Nonwork Identity -- Effect of Work-Life Flexibility on Performance in the Work Domain -- Salience of Work Identity -- Workgroup Flexibility Context -- Results-oriented Work Environment -- Collaborative Time Management Scheduling Practices and Predictable Time Off -- Part III: Enriching the Model with Considerations for Future Research from a Work-life Intersectionality Lens -- Work-Life Flexibility Initiation: Invoking Policy Use and Access to Work-Life Flexibility -- Intersectional Consideration #1 -- Organizational Implementation -- Intersectionality Consideration #2 -- Control and Work and Nonwork Performance -- Intersectionality Consideration #3</subfield></datafield><datafield tag="505" ind1="8" ind2=" "><subfield code="a">Individual Implementation -- Intersectionality Consideration #4 -- Workgroup Implementation -- Intersectionality Consideration #5 -- Work-Life Intersectionality and Nonwork Performance -- Intersectionality Consideration #6 -- Discussion -- Contributions to the Work-Life Literature -- Conclusions -- Acknowledgment -- References -- Index</subfield></datafield><datafield tag="520" ind1=" " ind2=" "><subfield code="a">This book contains an Open Access chapter. 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| id | DE-604.BV049874756 |
| illustrated | Not Illustrated |
| indexdate | 2024-09-19T05:22:07Z |
| institution | BVB |
| isbn | 9781837533909 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-035214214 |
| oclc_num | 1402817560 |
| open_access_boolean | |
| owner | DE-2070s |
| owner_facet | DE-2070s |
| physical | 1 Online-Ressource (362 Seiten) |
| psigel | ZDB-30-PQE ZDB-30-PQE HWR_PDA_PQE |
| publishDate | 2023 |
| publishDateSearch | 2023 |
| publishDateSort | 2023 |
| publisher | Emerald Publishing Limited |
| record_format | marc |
| series2 | Research in Personnel and Human Resources Management Series |
| spelling | Buckley, M. Ronald Verfasser aut Research in Personnel and Human Resources Management 1st ed Bingley Emerald Publishing Limited 2023 ©2023 1 Online-Ressource (362 Seiten) txt rdacontent c rdamedia cr rdacarrier Research in Personnel and Human Resources Management Series v.41 Description based on publisher supplied metadata and other sources Intro -- Cover -- Title -- Copyright -- Contents -- About the Contributors -- Chapter 1. Forty Volumes of Research in Personnel and Human Resources Management: Reflecting on Impactful Contributions and Continuing Our Mission Into the Future -- References -- Chapter 2. Cobblers, Let's Stick to Our Lasts! A Song of Sorrow (and of Hope) About the State of Personnel and Human Resource Management Science -- Abstract -- Song of Sorrow: The Current Health of PHRM Science -- The Norms of Science -- Hypothetico-deductive Model of Research -- Deviating from the Ideal (Injunctive Norms) -- Lack of Solid Theory -- Lack of Replicability -- Lack of Reproducibility -- Lack of Materials, Data, and Code -- Lack of Proper Samples -- Lack of Quality Control: The Peer-review Process -- Lack of Non-significant Findings -- Lack of Availability -- Lack of Practical Implications -- Potential Explanations -- Don't Blame the Individual - It's (Mainly) The Ecosystem! -- Grievance 1: Questionable Research/Reporting Practices -- Grievance 2: Measurement Schmeasurement -- Grievance 3: Methodology -- Grievance 4: Statistics -- Coming Out of the Dark: Where Should We Go? -- Need to Set the Norms Straight -- Need to Set Proper Incentives -- Need to Embrace Variability, and Not Shun It -- Many Labs -- Many Materials -- Many Analysts -- Need for Openness -- Preregistration -- Registered Report -- Open Materials, Data, and Code -- Open Access -- Platforms to Achieve Openness -- (Individual) Benefits to Engaging in Open Science Practices -- Need for Relevance -- Need for Inclusiveness -- Conclusion -- Notes -- References -- Chapter 3. Retaining Self-initiated Expatriates: Systematic Reviews and Managerial Practices -- Abstract -- Introduction -- Defining SIE: A Systematic Approach -- Origins of the Definition of SIE -- Reviewing Past Proposed Definitions Identifying Definitional Confounds in the SIE Nomological Network -- Antecedents -- Moderators -- Outcomes -- The Evolution of the SIE Definition -- Defining SIE -- Review of Quantitative SIE Studies -- Review of Qualitative SIE Research -- Review of Suggested Future Directions for SIE Research -- Review of SIE Retention -- Review of Qualitative Studies on SIE Adjustment, Embeddedness, and Retention -- A Systematic Study of Organizational Practices for Retaining SIE -- Practice Theory as Theoretical Foundation -- Qualitative Design of Our Study -- Managerial View of the Factors Influencing Relationships Between SIE Adjustment, Embeddedness, and Retention -- Personal Factors That Managers Believe Facilitate SIE Adjustment, Embeddedness, and Retention -- Personal Factors That Inhibit SIE Adjustment, Embeddedness, and Retention -- Personal Factors With a Mixed Impact on SIE Adjustment, Embeddedness, and Retention -- Interpersonal Factors Influencing SIE Adjustment, Embeddedness, and Retention -- Contextual Factors Impacting Adjustment, Embeddedness, and Retention -- Alignment Between Organizational Practices and the Factors Influencing SIE Adjustment, Embeddedness, and Retention -- Summary of the Findings of Our Qualitative Study -- Discussion -- Practical Implications -- Limitations -- Conclusion -- Notes -- References -- Chapter 4. A Theory of Professional Touching Behavior in Organizations: Implications for Human Resource Scholars and Practitioners -- Abstract -- PTB in Organizations -- Primary Appraisal of PTB: Benefit Versus Harm -- Sociometer Perspective on PTB -- BIS Perspective on PTB -- Relational Value (Sociometer) and Infection Risk (BIS): The Influence of Personal, Relational, and Contextual Factors -- The Socially Functional Perspective: Sociometer Theory -- Subsequent Sociometer-based Responses -- Socio-emotional Response Socio-cognitive Response -- Socio-physiological Response -- Socio-behavioral Response -- The Immunological Perspective: BIS Theory -- Subsequent BIS-based Responses -- Immuno-emotional Response -- Immuno-cognitive Response -- Immuno-physiological Response -- Immuno-behavioral Response -- Secondary Appraisal of PTB -- Sociometer-based Secondary Appraisal of PTB -- BIS-based Secondary Appraisal of PTB -- Discussion -- Intended Contributions -- Directions for Future HRM and Organizational Research -- Conclusion -- Note -- References -- Chapter 5. Looking Back to Move Forward: A 20-Year Overview and an Integrated Model of Human Resource Process Research -- Abstract -- Introduction -- Part I. The Start of HR Process Research -- Wright & -- Nishii's HR Process Model -- Bowen and Ostroff's HRM System Strength -- Nishii et al.'s HR Attributions -- The Development of HR Process Research -- Empirical Shift: From Content to Process -- From HRM System Strength to Perceived HRM System Strength -- Empirical Development of the HR Attributions Model -- HR Process Research Goes Global: Evidence From Asia -- Maturing of HR Process Research -- Reflecting on the Strength of HRM System Research -- A Critical Look at HR Attributions Research -- Part II. A Revised Process Model: Incorporating HRM System Strength and HR Attributions -- Existing Research to Connect the (Perceived) HRM System Strength With HR Attribution Concepts -- Introducing a Revised HR Process Model -- Connecting HRM System Strength -- Connecting HR Attributions -- A Framework of Moderators -- A Contingency-based Process Model -- Part III. Future Challenges and Practical Implications -- Future Research: Theoretical Questions -- Future Research: Methodological Challenges -- Practical Implications of HR Process to HR Professionals and Managers -- Notes -- References Chapter 6. Work-Life Flexibility Policies: Moving From Traditional Views Toward Work-Life Intersectionality Considerations -- Abstract -- Contributions -- Summary of Article Organization -- Part I: Comparing Traditional and Intersectional Lenses on Work-life Flexibility Policies -- Overview of Traditional Approach -- Overview of Intersectional Approach -- Identity -- Power and Resources -- Comparing and Contrasting Traditional and Intersectional Approaches -- Part II: Work-life Flexibility Model: Enriching the Traditional Boundary Control and Implementation Perspective -- Use of Work-Life Flexibility Policies and Control Over the Work Role Boundary -- Organizational Implementation Approach -- Cultural Support for Flexibility Policy Use -- Customizability -- Individual Implementation of Work-Life Flexibility -- Effects of Control Over the Work Role Boundary on Performance in the Nonwork Domain -- Physical and Psychological Availability -- Moderating Effects of Type of Work Role Boundary Control on the Relationship Strength Between Availability and Nonwork Performance -- Control Bundling and Chilling Effects -- Individual Work-Life Flexibility Enactment and Nonwork Performance -- Salience of Nonwork Identity -- Effect of Work-Life Flexibility on Performance in the Work Domain -- Salience of Work Identity -- Workgroup Flexibility Context -- Results-oriented Work Environment -- Collaborative Time Management Scheduling Practices and Predictable Time Off -- Part III: Enriching the Model with Considerations for Future Research from a Work-life Intersectionality Lens -- Work-Life Flexibility Initiation: Invoking Policy Use and Access to Work-Life Flexibility -- Intersectional Consideration #1 -- Organizational Implementation -- Intersectionality Consideration #2 -- Control and Work and Nonwork Performance -- Intersectionality Consideration #3 Individual Implementation -- Intersectionality Consideration #4 -- Workgroup Implementation -- Intersectionality Consideration #5 -- Work-Life Intersectionality and Nonwork Performance -- Intersectionality Consideration #6 -- Discussion -- Contributions to the Work-Life Literature -- Conclusions -- Acknowledgment -- References -- Index This book contains an Open Access chapter. Contributions include an analysis of professional touching behaviour, ideas about the state of science in HRM, processes that occur in expatriate turnover, suggestions concerning the state of human resource process research and an Open Access chapter on work-life flexibility issues Personnel management Wheeler, Anthony R. Sonstige oth Baur, John E. Sonstige oth Halbesleben, Jonathon R. B. Sonstige oth Erscheint auch als Druck-Ausgabe Buckley, M. Ronald Research in Personnel and Human Resources Management Bingley : Emerald Publishing Limited,c2023 9781837533893 |
| spellingShingle | Buckley, M. Ronald Research in Personnel and Human Resources Management Intro -- Cover -- Title -- Copyright -- Contents -- About the Contributors -- Chapter 1. Forty Volumes of Research in Personnel and Human Resources Management: Reflecting on Impactful Contributions and Continuing Our Mission Into the Future -- References -- Chapter 2. Cobblers, Let's Stick to Our Lasts! A Song of Sorrow (and of Hope) About the State of Personnel and Human Resource Management Science -- Abstract -- Song of Sorrow: The Current Health of PHRM Science -- The Norms of Science -- Hypothetico-deductive Model of Research -- Deviating from the Ideal (Injunctive Norms) -- Lack of Solid Theory -- Lack of Replicability -- Lack of Reproducibility -- Lack of Materials, Data, and Code -- Lack of Proper Samples -- Lack of Quality Control: The Peer-review Process -- Lack of Non-significant Findings -- Lack of Availability -- Lack of Practical Implications -- Potential Explanations -- Don't Blame the Individual - It's (Mainly) The Ecosystem! -- Grievance 1: Questionable Research/Reporting Practices -- Grievance 2: Measurement Schmeasurement -- Grievance 3: Methodology -- Grievance 4: Statistics -- Coming Out of the Dark: Where Should We Go? -- Need to Set the Norms Straight -- Need to Set Proper Incentives -- Need to Embrace Variability, and Not Shun It -- Many Labs -- Many Materials -- Many Analysts -- Need for Openness -- Preregistration -- Registered Report -- Open Materials, Data, and Code -- Open Access -- Platforms to Achieve Openness -- (Individual) Benefits to Engaging in Open Science Practices -- Need for Relevance -- Need for Inclusiveness -- Conclusion -- Notes -- References -- Chapter 3. Retaining Self-initiated Expatriates: Systematic Reviews and Managerial Practices -- Abstract -- Introduction -- Defining SIE: A Systematic Approach -- Origins of the Definition of SIE -- Reviewing Past Proposed Definitions Identifying Definitional Confounds in the SIE Nomological Network -- Antecedents -- Moderators -- Outcomes -- The Evolution of the SIE Definition -- Defining SIE -- Review of Quantitative SIE Studies -- Review of Qualitative SIE Research -- Review of Suggested Future Directions for SIE Research -- Review of SIE Retention -- Review of Qualitative Studies on SIE Adjustment, Embeddedness, and Retention -- A Systematic Study of Organizational Practices for Retaining SIE -- Practice Theory as Theoretical Foundation -- Qualitative Design of Our Study -- Managerial View of the Factors Influencing Relationships Between SIE Adjustment, Embeddedness, and Retention -- Personal Factors That Managers Believe Facilitate SIE Adjustment, Embeddedness, and Retention -- Personal Factors That Inhibit SIE Adjustment, Embeddedness, and Retention -- Personal Factors With a Mixed Impact on SIE Adjustment, Embeddedness, and Retention -- Interpersonal Factors Influencing SIE Adjustment, Embeddedness, and Retention -- Contextual Factors Impacting Adjustment, Embeddedness, and Retention -- Alignment Between Organizational Practices and the Factors Influencing SIE Adjustment, Embeddedness, and Retention -- Summary of the Findings of Our Qualitative Study -- Discussion -- Practical Implications -- Limitations -- Conclusion -- Notes -- References -- Chapter 4. A Theory of Professional Touching Behavior in Organizations: Implications for Human Resource Scholars and Practitioners -- Abstract -- PTB in Organizations -- Primary Appraisal of PTB: Benefit Versus Harm -- Sociometer Perspective on PTB -- BIS Perspective on PTB -- Relational Value (Sociometer) and Infection Risk (BIS): The Influence of Personal, Relational, and Contextual Factors -- The Socially Functional Perspective: Sociometer Theory -- Subsequent Sociometer-based Responses -- Socio-emotional Response Socio-cognitive Response -- Socio-physiological Response -- Socio-behavioral Response -- The Immunological Perspective: BIS Theory -- Subsequent BIS-based Responses -- Immuno-emotional Response -- Immuno-cognitive Response -- Immuno-physiological Response -- Immuno-behavioral Response -- Secondary Appraisal of PTB -- Sociometer-based Secondary Appraisal of PTB -- BIS-based Secondary Appraisal of PTB -- Discussion -- Intended Contributions -- Directions for Future HRM and Organizational Research -- Conclusion -- Note -- References -- Chapter 5. Looking Back to Move Forward: A 20-Year Overview and an Integrated Model of Human Resource Process Research -- Abstract -- Introduction -- Part I. The Start of HR Process Research -- Wright & -- Nishii's HR Process Model -- Bowen and Ostroff's HRM System Strength -- Nishii et al.'s HR Attributions -- The Development of HR Process Research -- Empirical Shift: From Content to Process -- From HRM System Strength to Perceived HRM System Strength -- Empirical Development of the HR Attributions Model -- HR Process Research Goes Global: Evidence From Asia -- Maturing of HR Process Research -- Reflecting on the Strength of HRM System Research -- A Critical Look at HR Attributions Research -- Part II. A Revised Process Model: Incorporating HRM System Strength and HR Attributions -- Existing Research to Connect the (Perceived) HRM System Strength With HR Attribution Concepts -- Introducing a Revised HR Process Model -- Connecting HRM System Strength -- Connecting HR Attributions -- A Framework of Moderators -- A Contingency-based Process Model -- Part III. Future Challenges and Practical Implications -- Future Research: Theoretical Questions -- Future Research: Methodological Challenges -- Practical Implications of HR Process to HR Professionals and Managers -- Notes -- References Chapter 6. Work-Life Flexibility Policies: Moving From Traditional Views Toward Work-Life Intersectionality Considerations -- Abstract -- Contributions -- Summary of Article Organization -- Part I: Comparing Traditional and Intersectional Lenses on Work-life Flexibility Policies -- Overview of Traditional Approach -- Overview of Intersectional Approach -- Identity -- Power and Resources -- Comparing and Contrasting Traditional and Intersectional Approaches -- Part II: Work-life Flexibility Model: Enriching the Traditional Boundary Control and Implementation Perspective -- Use of Work-Life Flexibility Policies and Control Over the Work Role Boundary -- Organizational Implementation Approach -- Cultural Support for Flexibility Policy Use -- Customizability -- Individual Implementation of Work-Life Flexibility -- Effects of Control Over the Work Role Boundary on Performance in the Nonwork Domain -- Physical and Psychological Availability -- Moderating Effects of Type of Work Role Boundary Control on the Relationship Strength Between Availability and Nonwork Performance -- Control Bundling and Chilling Effects -- Individual Work-Life Flexibility Enactment and Nonwork Performance -- Salience of Nonwork Identity -- Effect of Work-Life Flexibility on Performance in the Work Domain -- Salience of Work Identity -- Workgroup Flexibility Context -- Results-oriented Work Environment -- Collaborative Time Management Scheduling Practices and Predictable Time Off -- Part III: Enriching the Model with Considerations for Future Research from a Work-life Intersectionality Lens -- Work-Life Flexibility Initiation: Invoking Policy Use and Access to Work-Life Flexibility -- Intersectional Consideration #1 -- Organizational Implementation -- Intersectionality Consideration #2 -- Control and Work and Nonwork Performance -- Intersectionality Consideration #3 Individual Implementation -- Intersectionality Consideration #4 -- Workgroup Implementation -- Intersectionality Consideration #5 -- Work-Life Intersectionality and Nonwork Performance -- Intersectionality Consideration #6 -- Discussion -- Contributions to the Work-Life Literature -- Conclusions -- Acknowledgment -- References -- Index Personnel management |
| title | Research in Personnel and Human Resources Management |
| title_auth | Research in Personnel and Human Resources Management |
| title_exact_search | Research in Personnel and Human Resources Management |
| title_full | Research in Personnel and Human Resources Management |
| title_fullStr | Research in Personnel and Human Resources Management |
| title_full_unstemmed | Research in Personnel and Human Resources Management |
| title_short | Research in Personnel and Human Resources Management |
| title_sort | research in personnel and human resources management |
| topic | Personnel management |
| topic_facet | Personnel management |
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