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We investigate the effects of management-employee similarity on mistreated employees’ propensities to engage in legal and organizational claiming, to quit, and to not seek a remedy in ongoing employment relationships.

We test hypotheses generated by the similarity-attraction and similarity-betrayal paradigms using Tobit regression and data from vignette-based employee surveys.

Mistreated employees with same-sex supervisors are more likely to initiate legal claims and to quit than those with opposite-sex supervisors, but less likely to initiate legal claims and to quit when they have a same-race supervisor than when they have a different-race supervisor. The effects of management-employee similarity on mistreated employees’ remedy-seeking responses exhibit asymmetries by gender and by race. The presence of same-race supervisors or other managers appears to diminish the greater reluctance of nonwhite employees, compared to white employees, to use organizational claiming mechanisms.

We know of no prior published research that has investigated the determinants of employees’ propensities to engage in multiple forms of remedy seeking, as well as the propensity to not seek a remedy, in response to plausibly illegal mistreatment not involving dismissal.

The purpose of this study is to comprehensively review the human resource management (HRM) and employment relations (ERs) field and explore the knowledge map, knowledge evolution trends and paths and paradigm shifts within this field.

The Structural Topic Model in combination with Word2vec is proposed and applied in this work. First, this paper detects and interprets the research topics by reviewing 23,786 papers from 29 important journals in this field from 1990 to 2021. Then, this research explores popularity trends by aggregating topic proportions from a temporal perspective. Finally, this work explores the research topic evolution from the semantic perspective.

This paper obtains the following findings: (1) Sixteen research topics are identified, which provide the basic research overview of the whole field. (2) The changes in topic popularity over time map the tendency for employee benefits to be valued. (3) The evolutionary trajectories of temporal local topics are provided, which reflect the mechanisms of the paradigm and ideological migration and fusion.

This work adopts state-of-the-art textual as well as semantic mining techniques to establish a comprehensive knowledge map for HRM and ER research. Furthermore, these results uniquely demonstrate the pluralistic ideological orientation at the social level is gradually integrated into more micro levels, such as enterprises and individuals. These are the contents that were mentioned from previous studies by scholars, but not meticulously verified and interpreted.

This study aims to explore how information technology (IT) professionals perceive work-life balance (WLB) in a work-from-home (WFH) setup. Additionally, it explores what emotions one may associate with such changing work environments, which have high implications for organisational success.

The two primary research questions guided this research. An online questionnaire-based survey was conducted to collect the data so that respondents’ both subjective and objective perceptions were documented. Purposive cum snowball sampling was used to collect data from 262 IT professionals. However, the data was analysed using both qualitative (content analysis) and quantitative (chi-square) techniques.

The findings of this study are interesting in nature and reported the work-life experiences at various socio-demographic levels (age, gender, educational qualification, designation, work experience, income, type of family and the number of children). The comprehensive examination of the data obtained from diverse aspects related to remote work environments has shed light on crucial facets impacting IT professionals. A predominant observation derived from the study reveals a significant disparity in working hours between male and female respondents during remote work. This discrepancy is notable, with male employees tending to work longer hours (i.e. 10 or more hours daily) than their female counterparts. The investigation into respondents’ sleep patterns revealed that the majority slept between 5 h and 7 h daily, underscoring reduced sleep hours for IT professionals during remote work. This comprehensive study thus emphasises the multifaceted nature of gender-associated influences on work patterns, health and well-being during remote work scenarios among IT professionals. As remote work is the new normal, this study has high implications for future work arrangements and organisational success.

The findings of the study will assist managers in dealing with the work conflict issue of remote workers. Importantly, these managers should try eliminating or reducing workplace conflict, emotional exhaustion and social overload associated with remote work.

This study is a humble attempt to highlight the employee’s WLB in the context of WFH in an emerging market (i.e. India). Furthermore, emphasises practical issues associated with changing work paradigms and concludes with interesting recommendations for future work arrangements.

This chapter presents a theoretical framework of the industrial relations (IR) system in China’s coal mining industry, combining the roles of management organizations, workers, and trade unions, as well as government agencies. It is one of the first empirical attempts to investigate the relationship between human resource (HR) practices, labor relations, and occupational safety in China’s coal mining industry over the past 60 years, based on the secondary data on coal mining accidents and case studies of two state-owned coal mines in a northern city in Anhui Province, China. The fluctuating occupational safety has been affected by government regulations over different time spans, marked by key political agendas, and by coal mining firms taking concrete measures to respond to these regulations, while exhibiting differing safety performance in state-owned versus township-and-village-owned mines. The field studies compared a safety-oriented to a cost-control-oriented HR and labor relations system, and their influences on safety performance. Coal mining firms and practitioners are advised to shift the traditional personnel management paradigm to a modern HR management system. In addition, although workers are often blamed directly for accidents, it is suggested that workers’ participation and voice in various processes of decision-making and policy implementation, and trade unions’ active involvement in protecting workers from occupational hazards, be encouraged.

Recognizes the link between rhetoric and organizational outcomes in organizational theory. Suggests that it is a link which could also be developed in organizational change management; and that selected literary texts could provide a valid learning resource for exploring the role of root metaphors in organizational culture and in management development. Literary artists filter “real life” through a personal, but sensitively attuned conduit; so their “findings” and “conclusions” provide a challenging alternative to the traditional case study. If, for example, literary texts suggest that root metaphors in organizational culture influence action, then it would follow that management initiative to change a root metaphor could lead to change in action outcomes.

To connect students with the real world of management practice, the purpose of this paper is to extend and operationalize the situated cultural learning approach (SiCuLA) through five learning processes occurring within communities of practice. These include integration of cultural contexts, authentic activities, reflections, facilitation, and the construction of a collaborative learning community.

To investigate the complex processes and principles of cultural learning, a multi-method approach is applied to an extensive comparative study of default and intervened cases within three management classes. Evidence is drawn from multiple sources of qualitative data including class observations, meeting minutes, focus groups, and group interviews with students and instructors.

Results indicated that in default cases, little explicit attention was given to a situated perspective of culture, or to the rich sources of cultural knowledge available among members of the classroom community. In contrast, following the intervention cases where SiCuLA was applied, there was strong evidence that much more attention was given to enhancing student contextual knowledge. Nonetheless, there were some challenges in applying these processes within the classroom context.

This is the first study to extend and operationalize SiCuLA in a classroom setting. More importantly, the evidence forms the empirical basis for deriving theoretical principles for cross-cultural management (CCM) education and training. It contributes to studying cultural contexts as sources of knowledge for learning through active co-participation. It also contributes to positive CCM learning with an emphasis on human agency that encourages students to take more responsibility and ownership of their cultural learning.

Applicants often use impression management (IM) in employment interviews, and such tactics can considerably influence interviewers' evaluations of their performance. Yet, little research has examined interviewers' perceptions of such behaviors. This paper aims to examine if interviewers' perceptions of various IM behaviors converge with applicants' self-reports and the impact of interviewers' IM perceptions on interview outcomes.

Findings are based on data from a field study of 164 real employment interviews, conducted in recruiting agencies in Switzerland.

Interviewers' perceptions do not converge with self-reported applicant IM. Interviewers' perceptions of self-promotion and perceived applicant transparency are positively related to interview evaluations, while perceptions of slight image creation tactics are negatively related to interview evaluations. Perceptions of deceptive ingratiation, image protection, and extensive image creation were not related to evaluations.

It may not be that easy for interviewers to identify when applicants use IM, partly because they may be prone to overconfidence in their judgments and may (wrongly) believe they can “see through the applicant”. Also, what may actually matter in interviews is not the impression applicants think they are making, but interviewers' perceptions of applicant IM.

This study investigates interviewers' perceptions in addition to applicants' self-reports of five types of IM in real employment interviews, and how such perceptions are related to interview outcome.

Retail employment is of considerable importance both to those employed and those employing. The scale of retail employment in terms of numbers and costs has ensured its central place in retail management tasks. The sheer size of the retail employment sector, nationally and internationally, makes it of interest to governments and academics. However, retail employment is not a simple issue and supply and demand pressures affect its levels and remunerations. Advances in management and retail operations have attempted to restructure retail employment in recent years.

When a firm implements certain HR practices, different employees attribute different motives and intentions to the firm with regard to those HR practices. Research on HR attributions has made progress toward understanding the relationship between HR practices and employee outcomes from a process perspective. However, this research is still fragmented and lacks a systematic typology of the different types of HR attributions and a compelling organizing research framework. Furthermore, a number of research gaps and opportunities have emerged regarding the nomological net of employee HR attributions. To address the gaps and capitalize on the opportunities, the authors propose an overarching theory-driven multi-level framework that guides the choice of the antecedents and outcomes of employee HR attributions and explains their relationships along with both mediating and moderating mechanisms. Drawing on signaling theory embedded in the proposed framework, the authors identify and categorize various antecedents of employee HR attributions to explain their relationships. The authors also use several additional theories such as social exchange and the job demands–resources model included in their review to identify and categorize various outcomes of employee HR attributions across levels of analysis (i.e., individual, collective [team/group/unit], organization) and explain their relationships. In addition, the proposed framework explains how individual-level employee HR attributions emerge at the collective level and influence collective processes and outcomes. The authors end their review by pinpointing future research needs and discussing related future research directions.