Research in personnel and human resources management . Vol. 36 / / edited by M. Ronald Buckley, Anthony R. Wheeler and Jonathon R. B. Halbesleben

• Pubblicazione: Bingley, England : , : Emerald Publishing, , 2018
• Edizione: First edition.
• Descrizione fisica: 1 online resource (294 pages)
• Disciplina: 658.3
• Soggetto topico: Personnel management - Research; Business & Economics - Human Resources & Personnel Management; Personnel & human resources management
• Persona (resp. second.): BuckleyM. Ronald; WheelerAnthony R.; HalbeslebenJonathon R. B.
• Note generali: Includes index.
• Nota di bibliografia: Includes bibliographical references and index.
• Nota di contenuto: Intro -- Research in Personnel and Human Resources Management -- Contents -- List of Contributors -- Chapter 1: The Relevance of Discrete Emotional Experiences for Human Resource Management: Connecting Positive and Negative Emotions to HRM -- Introduction -- Why Study Discrete Emotions and HRM? -- Multi-level, Context-Specific Understanding -- Addressing the Positive Emotion Bias -- Explicitly Connecting Discrete Emotions to HRM -- Extending Theory to HRM Contexts -- Functional Approaches to Discrete Emotions and HRM -- Cognitive Appraisal Theories -- Affective Events Theory -- The Multi-level Theory of Emotions -- Emotions as Social Information -- Strategic HRM Framework -- Pride, Interest, Fear, and Guilt and HR Practices -- Pride -- Interest -- Fear -- Guilt -- HRM Practices and Discrete Emotions -- Pride and Selection -- Interest and Selection -- Fear and Selection -- Guilt and Selection -- Training/Learning -- Pride and Training -- Interest and Training -- Fear and Training -- Guilt and Training -- Performance Management -- Pride and Performance Management -- Interest and Performance Management -- Fear and Performance Management -- Guilt and Performance Management -- Incentives and Rewards -- Pride and Incentive/Rewards -- Interest and Incentive/Rewards -- Fear and Incentive/Rewards -- Guilt and Incentive/Rewards -- Employee Voice -- Pride and Voice -- Interest and Voice -- Fear and Voice -- Guilt and Voice -- Implications for HRM Practice and Research -- Emotion Recognition and Knowledge -- Regulating Discrete Emotions -- Limitations and Opportunities for Research -- Conclusion -- References -- Chapter 2: Organizational Citizenship Behavior in the 21st Century: How Might Going the Extra Mile Look Different at the Start of the New Millennium? -- OCB in the Twentieth Century -- Eliciting OCB - Key Antecedents -- Prosocial Values Motives. ; Organizational Concern Motives -- Impression Management Motives -- Duty or Obligation -- Consequences of OCB -- Implications of OCB for Employees -- Implications of OCB for Groups and Organizations -- Different OCB: How 10 Trends Affecting HRM in the Twenty-First May Change OCB in the New Millennium -- Trend 1: Labor Shortages -- Labor Shortages and OCB -- Trend 2: Globalization -- Globalization and OCB -- Trend 3: Immigration and Migration -- Immigration, Migration, and OCB -- Trend 4: Knowledge-Based Workers -- Knowledge-Based Workers and OCB -- Trend 5: Increased Use of Technology -- Increased Use of Technology and OCB -- Trend 6: Freelance and Gig Work -- Freelance, Gig Work, and OCB -- Trend 7: Diversity -- Diversity and OCB -- Trend 8: Changing Work Values -- Changing Work Values and OCB -- Trend 9: Skills Gap -- Skills Gap and OCB -- Trend 10: Employer Brands -- Employee Value Proposition -- Employer Brands and OCB -- Discussion -- Directions for Future Research -- The Future of OCB Itself -- The Most Critical OCBs of the Future -- Eliciting OCB in the Future -- Negotiating the Pluses and Minuses of Good Citizenship -- Conclusion -- References -- Chapter 3: Examining the Role of Pregnancy at Work: Implications for the Well- Being of the Mother and Baby -- Theoretical and Conceptual Foundations -- Organizational Stressors -- Workplace Conditions -- Psychosocial Characteristics of Work -- Pregnancy-Specific Organizational Stressors -- Perceived Pregnancy Discrimination -- Pregnancy Disclosure -- Identity-Role Conflict -- Non-Work-Related Stressors -- Episodic Stressors -- Catastrophic Events -- Chronic Stress -- Resilience Resources -- Social Support -- Personal Resources -- Coping Behaviors -- Coping Strategies -- Maternal Health Behaviors -- Cultural Influences -- Organizational Stressors, Experienced Stress, and Health Outcomes. ; Medical Risk Factors and Health Outcomes -- Learning and Adapting -- Discussion -- Managerial Implications and Directions for Future Research -- Conclusion -- References -- Chapter 4: A Research Revolution in SHRM: New Challenges and New Research Directions -- The SHRM Field -- Trends Impacting SHRM in Organizations -- Increasing Globalization of Firms and Markets -- Increasing Importance of Talent as a Competitive Necessity -- Increasing Skills Gaps in Labor Markets -- Tensions for SHRM Research -- Human Capital/HR Practices -- Differentiation/Integration -- Fit/Flexibility -- Commitment / Control -- Individual / organizational -- Conclusion -- References -- Chapter 5: Familiarity and Fluid Team Performance: Leadership and HRM Implications -- Introduction -- Comparing Traditional and Fluid Teams: Structure, Leadership, and Performance -- Fluid Team Familiarity -- Functional Leadership of Fluid Teams -- The Integrated Model of Fluid Team Leadership -- Horizontal Team Familiarity and Fluid Team Performance -- Vertical (Hierarchical) Team Familiarity and Fluid Team Performance -- Conclusion -- Implications -- Research Agenda -- References -- Chapter 6: HR Technology Systems: An Evidence-Based Approach to Construct Measurement -- Introduction -- Literature Analysis -- Systematic Research Review Findings -- Clarifying the Content Domains of HRT Constructs -- HRIS -- Virtual HR -- e-HRM -- B2E Systems -- Critiquing Patterns of HRT Measurement and Units of Analysis -- Better Contextualizing HRT Research -- Assimilation Stage -- Functional Penetration -- Collective User-Proficiency -- Discussion -- References -- Chapter 7: From the Unfolding Process to Self-Regulation in Job Search: Integrating Between- and Within-Person Aproaches -- Introduction -- Unfolding Process of Job Search -- Job Search as a Self-Regulated Process. ; Job Seeking as a Coping Mechanism for Job Search Stress -- Theory of Planned Behavior -- Control Theory and Affect-as-Information Model -- Social Cognitive Theory and Self-Efficacy -- Perceived Job Search Control and Employability -- Between-Person and Within-Person Approaches to Job Search Self-Regulation -- Within-Person Approach to Job Search Self-Regulation -- Directions for Future Research -- Determinants of Job Search Progress -- Adaptive versus Maladaptive Behaviors during Job Search -- Hierarchical Goal Levels and Time Lags in Job Search -- Environmental Factors and Job Search Self-Regulation -- Conclusion -- References -- About the Authors -- Index.
• Sommario/riassunto: Volume 36 of Research in Personnel and Human Resources Management contains seven chapters written by scholarly leaders in the field. Each chapter addresses an important area of current research in human resources management. This volume focuses on team leadership issues, job search processes, human resource technology systems, organizational citizenship behaviors, pregnancy issues at work, strategic human resources management, and emotions at work.
• Titolo autorizzato: Research in personnel and human resources management
• ISBN: 1-78756-323-5; 1-78756-321-9
• Formato: Materiale a stampa
• Livello bibliografico: Monografia
• Lingua di pubblicazione: Inglese
• Record Nr.: 9910807988503321
• Lo trovi qui: Univ. Federico II
• Serie: Research in personnel and human resources management ; ; v. 36. . 0742-7301