Research in personnel and human resources management / edited by M. Ronald Buckley [and three others].

Format:

Book

Contributor:

Buckley, M. Ronald, editor.

Series:

Research in personnel and human resources management ; Volume 34.

Research in personnel and human resources management ; Volume 34

Language:

English

Subjects (All):

Personnel management.

Physical Description:

1 online resource (340 pages).

Edition:

1st ed.

Place of Publication:

Bingley, UK : Emerald Publishing Limited, [2020]

Summary:

Research in Personnel and Human Resources Management is designed to promote theory and research on important substantive and methodological topics in the field of human resources management.

Contents:

Intro

Half Title Page

Serie Page

Title Page

Copyright Page

Contents

List of Contributors

Chapter 1-Is Leadership More Than "I Like My Boss"?

Introduction

Liking: Primary Dimension and G Factor in Leadership

Foundations

What Is Liking?

Liking Basis and Levels of Analysis

Etiology of Liking

Operationalization of Liking

Relationship and Task Leadership: Secondary Dimensions and s1 and s2 Factors

What Are Relationship Leadership and Task Leadership?

What Levels of Analysis?

Leadership Approaches: Tertiary Dimensions and t1 to tn Factors

Ohio State, Contingency Model, and Related Leader Styles

Transformational, Charismatic, and Related Leader Styles

Transactional, Contingent Reward/Punishment, and Management-by-Exception Leader Styles

Values-based Leader Styles

Directive, Delegative/Participative, and Related Leader Styles

Leader-member Exchange

Empowering Leadership

Paternalistic Leadership

Negative/Dark and Positive/Bright Leadership

Leadership Approaches Beyond Liking and Task and Relationship

Leader Skills, Status, and Emergence

Vertical Dyad Linkage

Individualized Leadership

Leader-Follower Dyad Relationships

Shared Leadership

Team Dynamics Leadership

Collective Leadership

Network Leadership

Multi-level Authentic Leadership

Leader Styles and Multi-level Charismatic-Ideological-Pragmatic Leadership

Additional Considerations

State of the Field

Limitations

Future Research Directions

Implications for PHRM

Conclusion

REFERENCES

Chapter 2-Mindfulness and Relationships: An Organizational Perspective

Purpose and Scope of Chapter

Mindfulness: Conceptualizations, Historical Origins, and Applications

What We Know About Mindfulness from Organizational Psychology

Benefits of Mindfulness for the Self.

Relational Benefits of Mindfulness

Summary of Research from Organizational Psychology

Research on the Interpersonal Outcomes of Mindfulness Outside Organizational Psychology

Mindfulness in Romantic Relationships

Effect Mindfulness on Partner Outcomes

Parent-Child Relationships

Effects of Mindfulness on Child Outcomes

Mindfulness in Healthcare Settings

Effects of Mindfulness on Patient Outcomes

Mindfulness in Educational Settings

Effects of Mindfulness on Student Outcomes

Summary and Integration of Research Outside Organizational Psychology

A Framework for Understanding the Mechanisms Linking Mindfulness to Work-related Relational Phenomena

Pathway 1: Cognition

Extension to Relationships

Pathway 2: Emotion

Pathway 3: Behavior

Potential Moderators

Individual Stress-Proneness

Occupational / Job Stress

Relational Stress

Interdependence

Situational Strength

Extension of the Proposed Framework

Leader-Subordinate Relationships

Mentoring Relationships

The Work-Family Interface

Intergroup Relationships

Important Next Steps for Advancing Research on Employee Mindfulness

Unique, Additive, and Multiplicative Effects Cognition, Emotion, and Behavior

Starting Points and Cyclical Patterns

Better Understanding of Cognitive, Emotional, and Behavioral Sub-processes

Conceptual Considerations

Differences in Mindfulness as a State, Trait, and Intervention

Conceptualization and Measurement of Mindfulness

General Versus Relational Mindfulness

Concluding Thoughts

References

Chapter 3-Dyads of Politics and the Politics of Dyads: Implications for Leader Development

Theoretical Underpinnings of DPLD

Identity Theory

Sensemaking Theory

Social Learning Theory

Characteristics of DPLD.

Originating from Interactions with One's Directing Supervisor

Focused on Understanding Social Behavior that is Idiosyncratic, Spontaneously Occurring, and Bereft of Documented Guidelines

Driven by Leader Cues Regarding Social Interactions

Interactional or Observational

Supports Threat-reduction and Opportunity Achieving Objectives

The Role of DPLD in Effective Political Leadership Behavior

Implications of DPLD on Intermediate Leader Effectiveness Linkages

Political Skill, Knowledge, and Phronesis for Effective Political Leader Behavior

Boundary Conditions Impacting the Effectiveness of Political Leadership Behavior

Evolving Nature of DPLD

Methodological/Research Expectations of DPLD

DPLD as an Event-based Phenomenon

The Importance of Considering Endogeneity

Discussion and Future Research

Chapter 4-The Future of Unions in the United States

Future Directions Conceptual Framework

Past Research

What Is the Current State of Unions in America?

Do Workers Want Unions?

A Baseline Estimate of Union Density to 2050

How Much Do Unions Have to Grow to Close the Gap?

The Bankruptcy of Traditional Organizing

New Models of Unionism

The "Gig" Workforce

Traditional "Business" Unionism

Alternative Models of Union Representation

Portfolio Unionism

Mapping Portfolio Unionism onto the Evolving Workforce

Digital Organizing: Lowering the Cost of Joining a Union

Restructuring Labor Unions

Financing a Reconfigured Labor Structure

Diversity and Inclusion

What a Revitalized Labor Movement Means for Society

Conclusions

Future Research

Chapter 5-Prosocial Advocacy Voice in Healthcare: Implications for Human Resource Management

The Healthcare Context

The Complexity of the Healthcare Setting.

Patient Safety and PAV

The Nomological Network of the PAV Construct

Boundaries of the Conceptual Model

The Theoretical Framework

HCP-Patient Voice Mechanisms in the Healthcare Context

Part A. Information Processing Theory in Healthcare

Part B. Information Exchange and Patient Outcomes5

Part C. Moderators of Information Exchange Voice and Patient Outcomes

Causal Ambiguity

Absorptive Capacity

Information Delivery

HCP-Coworker Voice Mechanisms in the Healthcare Context

Part A. Accountability Theory in Healthcare

Part B. Governance Voice and Patient Outcomes

Part C. Moderators to Governance Voice and Patient Outcomes

Psychological Safety

Clarity of Roles

HCP-Profession Voice Mechanisms in the Healthcare Context

Part A. Stakeholder Theory in Healthcare

Part B. Outreach Voice and Patient Outcomes

Part C. Moderators to Outreach Voice and Patient Outcomes

Discussions

Theoretical Implications for HRM Scholars

Managerial Implications for the HRM Function

Leadership Matters

Chapter 6-Discrete Incivility Events and Team Performance: A Cognitive Perspective on a Pervasive Human Resource (HR) Issue

Incivility and Rudeness in the Workplace

Prevalence and Sources of Rudeness in the Workplace

The Effects of Workplace Incivility

Working Memory, TMS and Team Action-Phase Processes

Incivility, Working Memory, and Performance Decrements at the Individual Level

Team Sensitivity to Reduced Member Working Memory Capacity

Factors Potentially Conditioning Incivility's Impact

Nature of the Incident Itself

Contextual Characteristics

Characteristics of the Target or Witness

Discussion

Theoretical and Empirical Implications: The Next Steps for HR Researchers

Implications for Practice

References.

Chaper 7-HR Research and Practice from a Deonance Perspective

Fundamentals of the Deonance Construct

The Nature of Ethically Motivating Forces

Motivation from Construals of Behavior: The Example of Trust

Reactance and Resistance to Stand-alone and Interest-regarding Pressures

Applying the Contour Principle

The Role(s) of Identity

Construals as Defaults and Overrides

Implications for HR and Future Research

Chapter 8-Using Computer-assisted Text Analysis (CATA) to Inform Employment Decisions: Approaches, Software, and Findings

Literature Collection Method

Overview of CATA

Types of Studies, Text Data, and CATA Software

Types of Studies

Types of Textual Data

Types of Software

Research Relevant to Employment

Recruitment

Selection

Performance Management

Engagement

Leadership

Turnover

Summary

Takeaway #1

Takeaway #2

Takeaway #3

Takeaway #4

Takeaway #5

Takeaway #6

Takeaway #7

Observations on CATA from Other Disciplines

Challenges in the Use of Text Analysis in Employment

Recommendations for Using CATA

About the Authors.

Notes:

Description based on print version record.

Description based on publisher supplied metadata and other sources.

ISBN:

1-80043-075-2

OCLC:

1175918170