Research in Personnel and Human Resources Management

by John E. Baur, Anthony R. Wheeler, M. Ronald Buckley, Jonathon R. B. Halbesleben

Overview

Volume 37 of Research in Personnel and Human Resources Management contains six original scholarly monographs written by thought leaders in the field of human resources management. This volume focuses on human resources branding, innovation and creativity in human resources management, high involvement work systems, work home boundary permeability, the emerging concept of grit in human resources management, and data visualization issues in human resources management.

Product Details

ISBN-13:	9781789738520
Publisher:	Emerald Publishing Limited
Publication date:	07/15/2019
Series:	Research in Personnel and Human Resources Management , #37
Pages:	288
Product dimensions:	5.98(w) x 9.02(h) x (d)

About the Author

M. Ronald Buckley is the JC Penney Company Chair of Business Leadership and a Professor of Management and Professor of Psychology at the Michael F. Price College of Business at the University of Oklahoma, USA. He has published numerous articles in the area of human resources management on topics including performance evaluation and leadership. 
Anthony R. Wheeler is Professor of Management in the College of Business and Public Management at West Chester University of Pennsylvania, USA. He has published book chapters and peer-reviewed journal articles on the topics of employee turnover and retention, employee fit, and employee well-being. 
John Baur is an Assistant Professor of Management at the University of Nevada, Las Vegas, USA. He took his PhD from the Michael F. Price College of Business at the University of Oklahoma. He has made research contributions primarily in the areas of organizational leadership, workplace deviance, and team compositions. 
Jonathon R.B. Halbesleben is the Dean of the College of Continuing Studies and Professor of Management at the University of Alabama, USA. He has published several books and over 95 journal articles on topics such as stress, burnout, work and family issues, and employee engagement.

Table of Contents

HIGH-INVOLVEMENT WORK PROCESSES AND SYSTEMS: A REVIEW OF THEORY, DISTRIBUTION, OUTCOMES AND TENSIONS; Peter Boxall, Meng-Long Huo, Keith Macky and Jonathan Winterton 
THE ROLES OF GRIT IN HUMAN RESOURCES THEORY AND RESEARCH; Samantha L. Jordan, Andreas Wihler, Wayne A. Hochwarter and Gerald R. Ferris 
DATA VISUALIZATIONS AND HUMAN RESOURCE MANAGEMENT: THE STATE OF SCIENCE AND PRACTICE; David E. Caughlin and Talya N. Bauer 
ORGANIZATIONAL INFLUENCES ON WORK-HOME BOUNDARY PERMEABILITY: A MULTIDIMENSIONAL PERSPECTIVE; Johnna Capitano, Kristie L. McAlpine and Jeffrey H. Greenhaus 
THIRD PARTY EMPLOYMENT BRANDING: WHAT ARE ITS SIGNALING DIMENSIONS, MECHANISMS, AND SOURCES?; Brian R. Dineen, Greet Van Hoye, Filip Lievens and Lindsay Mechem Rosokha 
REVIEWING CREATIVITY AND INNOVATION RESERACH THROUGH THE STRATEGIC HRM LENS; Saba S. Colakoglu, Niclas Erhardt, Stephanie Pougnet and Carlos Martin-Rios

Editorial Reviews

This volume brings together six essays discussing research on personnel and human resources management. Business and management researchers from the US, Europe, New Zealand, and Asia address the theory and practice of high-involvement work processes and systems; the roles of grit in human resources theory and research; data visualizations in human resource management; organizational influences on work-home boundary permeability; third-party employment branding and its signaling dimensions, mechanisms, and sources; and creativity and innovation research from the perspective of the strategic human resource management lens.

Annotation ©2019

This volume brings together six essays discussing research on personnel and human resources management. Business and management researchers from the US, Europe, New Zealand, and Asia address the theory and practice of high-involvement work processes and systems; the roles of grit in human resources theory and research; data visualizations in human resource management; organizational influences on work-home boundary permeability; third-party employment branding and its signaling dimensions, mechanisms, and sources; and creativity and innovation research from the perspective of the strategic human resource management lens.

Annotation ©2019

Seven articles address current research in personnel and human resources management. The topics include organizational citizenship behavior in the 21st century: how going the extra mile might look different at the start of the new millennium, examining the role of pregnancy at work: implications for the well-being of the mother and baby, familiarity and fluid team performance: leadership and human resource management implications, and from the unfolding process to self-regulation in job search: integrating between-people and within-person approaches.

Annotation ©2018

In the six chapters presented here, US and Australian contributors in management, human resources, and organizational psychology shed light on the latest research in human resources management. Many of the contributors are from Texas Tech University or the University of Houston. Some areas examined are emotional regulation in human resources management, using attachment theory to understand mentoring relationships, and the use of block modeling in human resource management research.

Annotation ©2017

Buckley, Halbesleben, and Wheeler offer this research compilation on human resource management (HRM). The book consists of six contributions. The first contribution investigates generational effects, both in terms of intergenerational interactions between younger and older co-workers and the greater influence of older generations on established organizational policy, including human resources policy. This chapter particularly seeks to understand whether Millennials have different work values that would make them easier to recruit and retain with changes in HRM style. The second chapter discusses workplace flexibility, which can appear in a variety of forms that can be valuable for younger workers, older workers, and employers alike. The third paper reviews scholarship on typologies of discrimination, theory on why it continues to occur despite protective legislation, and propositions for preventing it through organizational structure. Chapter four discusses the role of social media in human resource activities, particularly candidate evaluation and hiring. Chapter five proposes a sociological model of commitment and duty based on social exchange theory to help companies retain workers amidst rising mobility. The final contribution discusses the "dark triad" of Machiavellian, narcissistic, and psychopathic personality traits and how to reap the potential benefits of these traits in entrepreneurship while managing their obvious drawbacks.

Annotation