Personnel Review

Hello Personnel Review readers and contributors.? We are pleased to share our 2024 Stats: Submissions: 1,322 (new 1,122)? Invited resubmissions: 200 (11.1%)? Accepted: 86 (6.5.%)? Avg time to decision: 34 days (incl. desk rejects) We are a SJR Q1 (OBHRM), JCR 3.3 (2yr IF), ABDC A journal. Thank you to everyone that supports us! We look forward to the coming year and will continue sharing updates and paper spotlights here ?? #research #management #researchimpact #researchers #academia #work #journal #personnelreview

Paper spotlight: hongdan zhao &?Yunshuo?Ma – How is it going to end? Negative workplace gossip about coworkers, compensatory ethics and gossipers helping behavior toward coworkers.?Keep reading for key takeaways from this research. Negative workplace gossip, as an unethical behavior, can trigger the gossiper’s moral compensation process, prompting moral actions. With this process triggered, negative workplace gossip can lead to increased helping behavior toward coworkers through mechanisms like moral self-image and guilt. In addition, moral reflectiveness enhances this moral compensation process, making gossipers more likely to engage in helping behavior. Read the full paper here: https://lnkd.in/efBdwzxf #research #morals #ethics #guilt #reflection #gossip #helpingbehavior #selfimage #work #employeeexperience

Paper spotlight: Jiawei Yu,?Roshayati?Abdul Hamid,?& Lin?Du – Boundary conditions on the dark side of high-performance work systems: leader-member exchange as a job resource.?Keep reading for key takeaways from this research. High-performance work systems (HPWS) resembles a double-edged sword, influencing individual employees in a heterogeneous manner. HPWS are related to greater employee emotional exhaustion through psychological strain experienced by employees. Leader-member exchange (LMX) serves as a job resource that can mitigate the potential negative effects of HPWS. Read the full paper here: https://lnkd.in/epm_Dvwi #research #management #highperformanceworksystems #humanresources #humanresourcemanagement #hr #hrm #employeeexperience #employees #emotionalexhaustion #leaders #leadership #jobresources

Paper spotlight: Edna Rabenu & Yehuda Baruch – Cyborging HRM theory: from evolution to revolution – the challenges and trajectories of AI for the future role of HRM.?Keep reading for key takeaways from this research. AI is already being applied in HR practices (e.g., recruitment, selection, training), and its role will expand as AI capabilities improve. This goes beyond merely serving as a digital replacement for existing HR tasks—it adds, alters, and redefines HR responsibilities, sometimes rendering significant portions of roles and tasks previously performed by humans redundant. HR must consider both human employees and ‘non-human employees’. While collaboration between the two is possible due to their complementary strengths, trust is a critical enabler, whereas a lack of trust presents a major obstacle. Fear of AI poses a challenge, but the future necessitates integrating AI into HRM processes, procedures, and practices to help organizations remain competitive. HR managers and professionals must develop technological competence to fully leverage and optimize AI’s potential. Read the full paper here: https://lnkd.in/eFMEgZrX #artificalintelligence #ai #humanresources #management #hr #practices

New issue of Personnel Review:?Vol. 54 Issue 2 The articles can be found here:?https://lnkd.in/eHiimvNH Below is a list of the 16 articles in this issue: Mita Mehta & Jyoti M. Kappal – Good, bad and ugly experiences of non-binary gender inclusion at the workplace to frame employee value proposition Ned Kock, Mohamed Yacine Haddoud, Adah-Kole Onjewu, & Shiyu Yang – Unveiling workplace dynamics: insights from voluntary disclosures on business outlook and CEO approval Jiawei Yu, Roshayati Abdul Hamid, & Lin Du – Boundary conditions on the dark side of high-performance work systems: leader-member exchange as a job resource Bao Cheng, Mengye Chen, & Yun Dong – To be adaptive or not? Investigating when and how illegitimate tasks promote versus inhibit employee adaptive performance Yihong Dong & Yingwu Li – Does platform leadership foster subordinates’ innovative behavior? A multilevel moderated mediation analysis Hongdan Zhao & Yunshuo Ma – How is it going to end? Negative workplace gossip about coworkers, compensatory ethics and gossipers helping behavior toward coworkers Songbo Liu & Xi Wang – Examining the effect of leader self-deprecating humor on subordinate learning from failure Promila Agarwal & Arup Varma – Limits of ethical leadership and the role of ethics-oriented HRM system in managing Machiavellians Tai Anh Vu, Geoff Plimmer, & Evan Berman – HR competence in the public sector: antecedents and outcomes Jianyu Chen & Min Chen – Humanized algorithms matter! From enabling social exchange factors to building affective trust mechanism for facilitating gig workers’ task performance Linda Johanna Jansson & Hilpi Kangas – The art of staying in touch – exploring daily feedback interactions between a leader and a subordinate in remote work Mohsen Rafiei & Hans Van Dijk – Not your average candidate: overqualified job applicants in the eyes of hiring practitioners Stefano Di Lauro, Aizhan Tursunbayeva, Gilda Antonelli, & Luigi Moschera – Disrupting human resource management with people analytics: a study of applications, value, enablers and barriers in Italy Roberta Cuel, Aurelio Ravarini, Barbara Imperatori, Gilda Antonelli, & Teresina Torre – Have HR strategic partners left the building? The (new) role of HR professionals from a social-symbolic perspective Danina Mainka, Annika Pestotnik, & Sarah Altmann – Job design in blue- and white-collar jobs: the influence of transformational leadership on job crafting and i-deals Rita Rueff-Lopes, Ferran Velasco, Josep Sayeras, & Ana Jun?a-Silva – Understanding turnover of generation Y early-career workers: the influence of values and field of study #research #management #humanresources #newissue

Paper spotlight: Bao?Cheng,?Mengye?Chen,?& Yun?Dong – To be adaptive or not? Investigating when and how illegitimate tasks promote versus inhibit employee adaptive performance. Keep reading for key takeaways from this research. Role of General Self-Efficacy: The results suggest that general self-efficacy plays a crucial role in determining how employees cope with illegitimate tasks and their subsequent adaptive performance. Problem-focused coping and adaptive performance: Employees with high levels of general self-efficacy tend to use problem-focused coping, which enhance their adaptive performance when handling illegitimate tasks. Emotion-focused coping and adaptive performance: In contrast, employees with low levels of general self-efficacy often rely on emotion-focused coping, resulting in lower adaptive performance. Read the full paper here: https://lnkd.in/eURhbbZB #research #management #managers #leadership #leaders #task #employees #employeeexperience #adaptive #performance #selfefficacy #coping #problems #illegitimatetasks #adaptability

Paper spotlight: Ned Kock,?Mohamed Yacine Haddoud,?Dr Adah Emmanuel Onjewu, &?Shiyu?Yang – Unveiling workplace dynamics: insights from voluntary disclosures on business outlook and CEO approval. Keep reading for key takeaways from this research. Employees’ perception of culture and values is the strongest driver of job satisfaction. Job satisfaction increases the probability of employee referral. Employees’ view of the firms’ outlook and their approval of the CEO strengthens the positive role of job satisfaction in triggering employee referrals. Read the full paper here: https://lnkd.in/ebkbUs25 #research #job #jobsatisfaction #employees #referrals #employeereferral #management #leadership #leaders #CEO #CEOs #culture #workplaceculture #workplace #values #business

Paper spotlight: Sandy Fisher,?Jeroen Meijerink, &?Martijn Arets – Dual effects of economic dependence on platform workers’ work experiences? The role of autonomy, commitment and online review systems.?Keep reading for key takeaways from this research. From a practical perspective, gig platforms could design their software in a way that helps develop a more positive experience for the gig workers - rather than making the ratings systems all about judging, they could be designed to be more useful for the workers, helping them?improve their skills and service quality. Workers who were really dependent on the platform often felt like they had less autonomy, less choice in what they did. But when they thought the ratings system was useful, they were more satisfied with their work on the platform. Algorithmic management can have some benefits for the workers too, namely when workers perceive the review systems as more helpful. Read the full paper here: https://lnkd.in/ewReXFVw #research #gigwork #gigworkers #onlinelaborplatforms #economicdependence #gigeconomy #onlinereviews #onlinereviewsystems #reviewsystems #autonomy #commitment #jobsatisfaction #employeeexperience #management #algorithmicmanagement #control #software #researchpaper

Check out this new paper published open access in Personnel Review! #research #work #home #socialsupport #support #worklife #resources #enrichment

2024 Emerald Literati Awards - Outstanding Paper Award?Paper spotlight: Michal Biron,?Wendy Casper,?& Sumita Raghuram – Crafting telework: a process model of need satisfaction to foster telework outcomes. Keep reading for key takeaways from this research. This paper offers a dynamic model of how teleworkers constantly adjust their identities, boundaries and relationships to achieve desired outcomes, namely work-nonwork balance and job performance. Applying theory on job crafting in the telework domain, this paper offers research implications that may be utilized by future researchers. A key practical implication is to?offer training to prepare employees to telework and to create conditions under?which teleworkers’?job crafting behavior more easily translates into need satisfaction and positive outcomes. Read the full paper here: https://lnkd.in/db3wzBPr #research #telework #teleworkers #feedback #jobcrafting #jobdesign #management #humanresources #training #needsatisfaction #employees #virtualwork #remotework #work #jobperformance #worklifebalance #worknonworkbalance #balance