HR Research Monthly - November 2024

Dear fellow HR Professionals,

Welcome to the November edition of the HR Research Monthly newsletter! I've curated a nice selection of very interesting, recently published, open-access research articles for you. As always, a broad variety of HR topics are covered, including leadership, change management, diversity, equity & inclusion, well-being, and almost all disciplines within the area of talent management.

Some personal favorite articles: the six different faces of e-leadership, different ways of being true (authentic) to yourself at work, how men react to women’s presence, silence in the workplace and some very nice research to answer the question "does GPA have a long-lasting impact on career success later in life?".

In case you missed it: recently, I published a special edition of the HR Research Monthly, providing you with an overview of 40+ research journals relevant for HR professionals, including a pro-tip to stay top of mind with new research publications in just a few clicks.

Let’s make this autumn a season of learning and new insights as we prepare for new beginnings. So, grab your favorite warm drink, get cozy, and dive into the latest HR research :)

Happy reading, and good luck applying these insights at work!

Maurice Laaning

Evidence-Based HR Enthusiast

Leadership & Change Management

• The evolution of leadership: Past insights, present trends, and future directions - This article reviews the evolution of leadership research over the past fifty-one years, focusing on moral approaches like authentic, ethical, and servant leadership, as well as current trends such as the dark side of positive leadership and the importance of followership. It also discusses criticisms of existing leadership styles and offers directions for future research.
• The different faces of e?leadership: Six perspectives on leading in the era of digital technologies - This study reviews 257 articles to explore the complex relationships between leadership and digital technologies, identifying six distinct interactions. It proposes a conceptual model to enhance understanding and guide future research in leadership and digital technologies.
• How employees perceive planned organizational change - This study explores how employees perceive workspace changes. It identifies three types of change recipients: those with positive attitudes, those with negative attitudes, and those who shift toward positive attitudes. Providing valuable insights for leaders to manage different employee reactions effectively.

Silence & Authenticity in the Workplace

• Silence in the workplace - This article distinguishes between organizational silence, a collective phenomenon, and employee silence, an individual-level occurrence, based on a review of 192 studies. It highlights that both types of silence are influenced by contextual factors and leadership, with organizational silence affecting both individual and organizational outcomes, while employee silence mainly impacts individual psychological health and performance.
• The different ways of being true to self at work - This study reviews the definitions and theoretical assumptions of authenticity in an organizational context. It highlights the complexities and contradictions in the outcomes of being authentic at work, showing the nuanced ways individuals can "stay true to themselves."

Diversity, Equity & Inclusion & Well-being

• What’s in it for me? Uncovering the individual benefits of?inclusive?behavior - This article explores how work inclusion practices for vulnerable groups can positively impact the motivation and commitment of individual leaders and co-workers. Through case studies and interviews in three Norwegian organizations, the study finds that such inclusion activities enhance commitment and intrinsic motivation among employees.
• Hear, hear! A review of accent discrimination at work - Diversity studies often overlook the impact of accents, which can lead to discrimination and negative outcomes for workers with non-standard accents. The article suggests that stereotypes and lower processing fluency contribute to these negative effects.
• Discrimination in organizations on the basis of age - A review of the literature on perceived age discrimination in organizations from 2010 to 2024, covering common conceptions, measurement approaches, and theoretical perspectives. It highlights key findings on the causes and consequences of age discrimination and calls for further research on mitigation strategies, especially considering digitalization and generational differences.
• Beneath the surface: Resistance to diversity, equity, and inclusion (DEI) initiatives in organizations - This research explores employee resistance as a significant barrier to the success of Diversity, Equity, and Inclusion (DEI) initiatives in organizations. It calls for a behavioral perspective to better understand the complex and evolving nature of this resistance.
• How men react to women’s presence - This research reviews how the presence of women in majority-male teams affects team dynamics, focusing on changes in men's behavior, thoughts, and physiological responses. It challenges the assumption that gender-diverse teams differ solely due to women’s unique qualities and suggests future studies should explore the nuanced ways men’s responses to female teammates impact team outcomes.
• How do employees feel their health is valued? - This case study evaluates the prevalence and effectiveness of workplace wellness programs using the CDC Health ScoreCard, supplemented by employee interviews from 20 organizations. The findings suggest that bundling wellness policies, incentives, and programs can enhance employee engagement and participation, with nutrition, weight management, and chronic disease management identified as key challenges.
• They don’t really care about us: The impact of perceived vertical pay disparity on employee well-being - This research examines how perceptions of a growing vertical pay gap affect employees' well-being and organizational identification. Findings from surveys and experiments reveal that employees who perceive a large pay gap feel less valued by their organization, leading to lower job satisfaction and weaker identification with their company.
• Under pressure: Employee work stress, supervisory mentoring support, and employee career success - This research explores how employee work stress negatively impacts supervisory career and psychosocial mentoring support, which in turn affects career satisfaction and promotability.

Talent Management: Coaching, Mentoring, Learning, Career, Job Crafting

• The effects of supervisory negative feedback and coaching on employees' responses to feedback - This research investigates whether the focus of supervisory feedback (negative vs. negative and facilitative) and employees' mindsets (fixed vs. growth) affect feedback acceptance and use. Findings suggest that employee coaching is more effective than negative feedback alone and that a growth mindset enhances the positive effects of coaching on feedback acceptance.
• Give it your all or hardly give? The role of mentors' beliefs about protégé advancement potential and gender in mentoring relationships - This research challenges assumptions about equity in formal mentoring programs by showing that mentors' beliefs about their protégés' advancement potential affect the support and respect they provide, with variations by gender. The findings reveal that female protégés receive less respect and are seen as having lower potential when mentored by men, highlighting the need for interventions to address these biases.
• The power of play: Gamification in virtual workplace training - This research investigates the impact of gamification on virtual workplace training and finds that higher gamification intensity negatively affects perceived autonomy. Contrary to expectations, perceived autonomy positively influences affective outcomes but not performance-related outcomes, challenging the belief that increased gamification enhances training effectiveness.
• Does grade point average (GPA) have a long-lasting impact on career success later in life? - This research looks at how university grades (GPA) affect career success over the first 15 years of work. It finds that higher GPAs lead to better career success over time, especially when combined with a strong motivation to lead.
• Career guidance and employment issues for neurodivergent individuals - This research explores the challenges career counselors and HR practitioners face when guiding neurodivergent individuals, providing evidence-based recommendations. It identifies nine key themes related to career guidance and employment issues, emphasizing the need for inclusive practices to support neurodivergent individuals in achieving positive employment outcomes.
• Me, my work and AI: How radiologists craft their work and identity - This research explores how AI is impacting radiology by analyzing interviews with 54 professionals. It identifies three job crafting responses: approach, avoidance, and identity crafting. Highlighting how radiologists redefine their roles and identity in response to AI's integration.
• The threat of electronic performance monitoring: Exploring the role of leader-member exchange on employee privacy invasion - This research examines how electronic performance monitoring affects employees' perceptions of privacy, motivation, and turnover intentions, highlighting the role of the supervisor-employee relationship. While trust in supervisors can mitigate feelings of privacy invasion from electronic performance monitoring, it does not fully prevent negative impacts on employee motivation and job satisfaction.
• Beyond performance and potential in?talent management: Exploring the?impact of mobility on?talent designation - This research explores how mobility, both geographical and lateral, significantly impacts talent designation in a global medical technology corporation. It reveals that mobility decisions are often based on personal situations rather than abilities, leading to limited employee agency and potential discriminatory consequences.

Overview of HR Research Monthly newsletters

• January 2025 edition
• Special extra edition: The best Talent Management articles of 2024
• December 2024 edition
• November 2024 edition
• October 2024 edition
• Special extra edition: 40+ relevant research journals & how to stay top of mind
• September 2024 edition