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Research in Personnel and Human Resources Management.
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. Volume 36 focuses on key issues such as job search processes, human resource technology systems, pregnancy is...
| Clasificación: | Libro Electrónico |
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| Autor principal: | |
| Otros Autores: | , |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
Bingley :
Emerald Publishing Limited,
2018.
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| Colección: | Research in Personnel and Human Resources Management Ser.
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| Temas: | |
| Acceso en línea: | Texto completo Texto completo |
Tabla de Contenidos:
- Intro; Research in Personnel and Human Resources Management; Contents; List of Contributors; Chapter 1: The Relevance of Discrete Emotional Experiences for Human Resource Management: Connecting Positive and Negative Emotions to HRM; Introduction; Why Study Discrete Emotions and HRM?; Multi-level, Context-Specific Understanding; Addressing the Positive Emotion Bias; Explicitly Connecting Discrete Emotions to HRM; Extending Theory to HRM Contexts; Functional Approaches to Discrete Emotions and HRM; Cognitive Appraisal Theories; Affective Events Theory; The Multi-level Theory of Emotions.
- Emotions as Social InformationStrategic HRM Framework; Pride, Interest, Fear, and Guilt and HR Practices; Pride; Interest; Fear; Guilt; HRM Practices and Discrete Emotions; Pride and Selection; Interest and Selection; Fear and Selection; Guilt and Selection; Training/Learning; Pride and Training; Interest and Training; Fear and Training; Guilt and Training; Performance Management; Pride and Performance Management; Interest and Performance Management; Fear and Performance Management; Guilt and Performance Management; Incentives and Rewards; Pride and Incentive/Rewards.
- Interest and Incentive/RewardsFear and Incentive/Rewards; Guilt and Incentive/Rewards; Employee Voice; Pride and Voice; Interest and Voice; Fear and Voice; Guilt and Voice; Implications for HRM Practice and Research; Emotion Recognition and Knowledge; Regulating Discrete Emotions; Limitations and Opportunities for Research; Conclusion; References; Chapter 2: Organizational Citizenship Behavior in the 21st Century: How Might Going the Extra Mile Look Different at the Start of the New Millennium?; OCB in the Twentieth Century; Eliciting OCB
- Key Antecedents; Prosocial Values Motives.
- Organizational Concern MotivesImpression Management Motives; Duty or Obligation; Consequences of OCB; Implications of OCB for Employees; Implications of OCB for Groups and Organizations; Different OCB: How 10 Trends Affecting HRM in the Twenty-First May Change OCB in the New Millennium; Trend 1: Labor Shortages; Labor Shortages and OCB; Trend 2: Globalization; Globalization and OCB; Trend 3: Immigration and Migration; Immigration, Migration, and OCB; Trend 4: Knowledge-Based Workers; Knowledge-Based Workers and OCB; Trend 5: Increased Use of Technology; Increased Use of Technology and OCB.
- Trend 6: Freelance and Gig WorkFreelance, Gig Work, and OCB; Trend 7: Diversity; Diversity and OCB; Trend 8: Changing Work Values; Changing Work Values and OCB; Trend 9: Skills Gap; Skills Gap and OCB; Trend 10: Employer Brands; Employee Value Proposition; Employer Brands and OCB; Discussion; Directions for Future Research; The Future of OCB Itself; The Most Critical OCBs of the Future; Eliciting OCB in the Future; Negotiating the Pluses and Minuses of Good Citizenship; Conclusion; References.