Research has uncovered mixed results regarding the influence of overqualification on employee per... more Research has uncovered mixed results regarding the influence of overqualification on employee performance outcomes, suggesting the existence of boundary conditions for such an influence. Using relative deprivation theory as the primary theoretical basis, in the current research, we examine the moderating role of peer overqualification and provide insights to the questions regarding whether, when, and how overqualification relates to employee performance. We tested the theoretical model with data gathered across three phases over 6 months from 351 individuals and their supervisors in 72 groups. Results showed that when working with peers whose average overqualification level was high, as opposed to low, employees who felt overqualified for their jobs perceived greater task significance and person-group fit, and demonstrated higher levels of in-role and extra-role performance. We discuss theoretical and managerial implications for overqualification at the individual level and within the larger group context.
The main objective of the present research is to briefly review the strategic human resource mana... more The main objective of the present research is to briefly review the strategic human resource management (HRM) literature from multilevel theoretical perspectives to summarize what we know about mediating mechanisms in the HR-performance relationship. By doing so, we highlight future research needs to advance theoretical understanding of the 'black box' in strategic HRM research. Furthermore, by offering additional theoretical perspectives that can be used to understand the mediating mechanisms at different levels, we suggest future research directions that capture the complexities associated with strategic HRM through a multilevel theoretical lens. Implications of the model are discussed.
The present study utilized sexual harassment, organizational climate, and engagement theories to ... more The present study utilized sexual harassment, organizational climate, and engagement theories to articulate a process model of how perceived antisexual harassment practices and sexual harassment incidents relate to affective commitment and intentions to stay. The authors hypothesized that perceived anti-sexual harassment practices and sexual harassment incidents would relate to employee engagement, both directly and indirectly through psychological distress. Moreover, psychological distress and employee engagement were hypothesized to mediate the relationships of perceived anti-sexual harassment practices and sexual harassment incidents with affective commitment and intentions to stay. Study fi ndings supported these hypotheses within two subsamples of female (N = 3,283 and 3,207) and male (N = 3,460 and 3,300) military personnel.
To answer the call of introducing more Bayesian techniques to organizational research (e.g., , we... more To answer the call of introducing more Bayesian techniques to organizational research (e.g., , we propose a Bayesian approach for meta-analysis with power prior in this article. The primary purpose of this method is to allow meta-analytic researchers to control the contribution of each individual study to an estimated overall effect size though power prior. This is due to the consideration that not all studies included in a meta-analysis should be viewed as equally reliable, and that by assigning more weights to reliable studies with power prior, researchers may obtain an overall effect size that reflects the population effect size more accurately. We use the relationship between high-performance work systems and financial performance as an example to illustrate how to apply this method to organizational research. We also provide free online software that can be used to conduct Bayesian metaanalysis proposed in this study. Research implications and future directions are discussed.
The structure of work in organizations continues to change at a radical and accelerated pace to a... more The structure of work in organizations continues to change at a radical and accelerated pace to allow them to remain competitive in a changing environment (LePine, 2003). Faced with constantly evolving internal and external environments, more and more firms utilize teams as a means of better leveraging human capital in the pursuit of organizational goals (Kozlowski & Bell, 2003). Prior research has demonstrated the prevalence of teams as Devine, Clayton, Philips, Dunford, and Melner (1999) found that 48% of the respondents ...
Strategic HRM researchers have increasingly adopted an employee perspective to understand the inf... more Strategic HRM researchers have increasingly adopted an employee perspective to understand the infl uence of HR practices on employee outcomes and have called for studies to explain variability in employees' perceptions of HR practices. To address this research need, we used the social information processing perspective to examine the contextual infl uence of managers and coworkers on employees' perceptions of HR practices and explore demographic dissimilarities as boundary conditions of the contextual infl uence. Conducting research in two organizational settings, we found that both manager-perceived and coworkerperceived HR practices were positively related to employees' perceptions of HR practices. The results also revealed that employee demographic dissimilarity to coworkers in terms of age and organizational tenure weakened the positive relationship between coworker-perceived and employee-perceived HR practices. However, the relationship between manager-perceived and employee-perceived HR practices was not infl uenced by demographic dissimilarities.
This article uses strategic human resource management theory to consider the ways in which volunt... more This article uses strategic human resource management theory to consider the ways in which volunteers can potentially enhance hospital patient satisfaction. Results of a structural equation modeling analysis of multi-source data on 107 U.S. hospitals show positive associations between hospital strategy, volunteer management practices, volunteer workforce attributes, and patient satisfaction. Although no causality can be assumed, the results shed light on the volunteer-patient satisfaction relationship and have important implications for hospital leaders, volunteer administrators, and future research.
Research has uncovered mixed results regarding the influence of overqualification on employee per... more Research has uncovered mixed results regarding the influence of overqualification on employee performance outcomes, suggesting the existence of boundary conditions for such an influence. Using relative deprivation theory (Crosby, 1976) as the primary theoretical basis, in the current research, we examine the moderating role of peer overqualification and provide insights to the questions regarding whether, when, and how overqualification relates to employee performance. We tested the theoretical model with data gathered across three phases over 6 months from 351 individuals and their supervisors in 72 groups. Results showed that when working with peers whose average overqualification level was high, as opposed to low, employees who felt overqualified for their jobs perceived greater task significance and person-group fit, and demonstrated higher levels of in-role and extra-role performance. We discuss theoretical and managerial implications for overqualification at the individual level and within the larger group context.
We conducted two studies to investigate the contingent role of regional human capital quality (i.... more We conducted two studies to investigate the contingent role of regional human capital quality (i.e., the knowledge, skills, and abilities of the collective workforce in a region) in the relationship between firm level human resource (HR) practices (i.e., practices focusing on employees’ human capital development) and firm performance in China. Drawing upon human capital theory, we hypothesized that the human capital-enhancing HR practices and regional human capital quality has a substitutive effect on firm performance. Study 1 uses a World Bank survey of 9,125 firms in 30 provinces. We found the human capital-enhancing HR practices to relate more strongly to firm performance when regional human capital quality was lower than when it was higher. Study 2 used a sample of 203 firms across seven provinces. We found similar results. We further hypothesized and found that the substitutive effect of regional human capital quality was stronger when a firm adopted an innovation strategy. Our findings provide new evidence for the contingency perspective of strategic human resource management and highlight the importance of matching HR practices with local labor quality conditions and business strategy of the firm.
The field of strategic human resource management has a long and rich tradition. As a prelude to o... more The field of strategic human resource management has a long and rich tradition. As a prelude to our description of the field's history, we provide an expansive definition of strategic HRM scholarship and offer an aspirational framework for strategic HRM scholarship that captures the multidisciplinary nature of the field. We then systematically review and critique three decades of strategic HRM theory and research, paying particular attention to the value of HRM systems as management tools for influencing a wide variety of outcomes of concern to internal (employees and their managers) and external (owners, customers, society, other organizations) stakeholders. In support of continued advancement of the empirical knowledge base of strategic HRM, we encourage new research that embraces systems thinking, more fully addresses the concerns of multiple stakeholders, and strives for greater practical usefulness by addressing significant problems such as managing innovation and environmental sustainability.Accepted Author Version. Not yet edited or proofed. Please see disclaimer on the article abstract page.
The main objective of the present research is to briefly review the strategic human resource mana... more The main objective of the present research is to briefly review the strategic human resource management (HRM) literature from multilevel theoretical perspectives to summarize what we know about mediating mechanisms in the HR-performance relationship. By doing so, we highlight future research needs to advance theoretical understanding of the 'black box' in strategic HRM research. Furthermore, by offering additional theoretical perspectives that can be used to understand the mediating mechanisms at different levels, we suggest future research directions that capture the complexities associated with strategic HRM through a multilevel theoretical lens. Implications of the model are discussed.
The present study utilized sexual harassment, organizational climate, and engagement theories to ... more The present study utilized sexual harassment, organizational climate, and engagement theories to articulate a process model of how perceived antisexual harassment practices and sexual harassment incidents relate to affective commitment and intentions to stay. The authors hypothesized that perceived anti-sexual harassment practices and sexual harassment incidents would relate to employee engagement, both directly and indirectly through psychological distress. Moreover, psychological distress and employee engagement were hypothesized to mediate the relationships of perceived anti-sexual harassment practices and sexual harassment incidents with affective commitment and intentions to stay. Study fi ndings supported these hypotheses within two subsamples of female (N = 3,283 and 3,207) and male (N = 3,460 and 3,300) military personnel.
Although the number of firms adopting corporate volunteerism programs is rising steadily, very fe... more Although the number of firms adopting corporate volunteerism programs is rising steadily, very few firms are assessing the benefits of such programs on target groups, such as employees and nongovernmental organizations (NGOs), and identifying the conditions under which benefits to the various groups are maximized. This study addresses both by examining the conditions of employees’ corporate volunteer assignments that lead to increased employee engagement, sustainability of the volunteers’ project within the NGO, capability development for the business unit, and employees’ continuation of volunteerism. Using a longitudinal and multisource design, responses from 116 corporate volunteers from a global pharmaceutical organization are matched with responses from their NGO managers and their business unit managers at 3 points in time: at the start of the volunteer assignment, at the end of the assignment, and 6 months after the completion of the assignment. Across these outcomes, we found that employees’ volunteer assignments are most valuable when they are international, when the volunteers perceive that their projects contribute meaningfully the NGO's functioning, when volunteers have professional skills (and are able to use them), when there are opportunities for skills to be developed that can be applied in the volunteers’ regular work role, and when the NGOs have tangible resources to sustain the volunteers’ projects.
Service climate captures employees' consensual perceptions of organizations' emphasis on service ... more Service climate captures employees' consensual perceptions of organizations' emphasis on service quality. Although many studies have examined the foundation issues and outcomes of service climate, there is a lack of a comprehensive model explicating the antecedents, outcomes, and moderators of service climate. The current study fills this void in the literature. By conducting a meta-analysis of 58 independent samples (N ϭ 9,363), we found support for service climate as a critical linkage between internal and external service parameters. In addition, we found differential effects of service-oriented versus general human resource practices and leadership on service climate, as well as disparate impacts of service climate contingent on types of service, measures of service climate, and sources of rating. Research and practical implications are discussed.
Drawing on the ability-motivation-opportunity model, this meta-analysis examined the effects of t... more Drawing on the ability-motivation-opportunity model, this meta-analysis examined the effects of three dimensions of HR systems-skills-enhancing, motivation-enhancing, and opportunity-enhancing-on proximal organizational outcomes (human capital and motivation) and distal organizational outcomes (voluntary turnover, operational outcomes, and financial outcomes). The results indicate that skill-enhancing practices were more positively related to human capital and less positively related to employee motivation than motivation-enhancing practices and opportunity-enhancing practices. Moreover, the three dimensions of HR systems were related to financial outcomes both directly and indirectly by influencing human capital and employee motivation as well as voluntary turnover and operational outcomes in sequence.
Research has uncovered mixed results regarding the influence of overqualification on employee per... more Research has uncovered mixed results regarding the influence of overqualification on employee performance outcomes, suggesting the existence of boundary conditions for such an influence. Using relative deprivation theory as the primary theoretical basis, in the current research, we examine the moderating role of peer overqualification and provide insights to the questions regarding whether, when, and how overqualification relates to employee performance. We tested the theoretical model with data gathered across three phases over 6 months from 351 individuals and their supervisors in 72 groups. Results showed that when working with peers whose average overqualification level was high, as opposed to low, employees who felt overqualified for their jobs perceived greater task significance and person-group fit, and demonstrated higher levels of in-role and extra-role performance. We discuss theoretical and managerial implications for overqualification at the individual level and within the larger group context.
The main objective of the present research is to briefly review the strategic human resource mana... more The main objective of the present research is to briefly review the strategic human resource management (HRM) literature from multilevel theoretical perspectives to summarize what we know about mediating mechanisms in the HR-performance relationship. By doing so, we highlight future research needs to advance theoretical understanding of the 'black box' in strategic HRM research. Furthermore, by offering additional theoretical perspectives that can be used to understand the mediating mechanisms at different levels, we suggest future research directions that capture the complexities associated with strategic HRM through a multilevel theoretical lens. Implications of the model are discussed.
The present study utilized sexual harassment, organizational climate, and engagement theories to ... more The present study utilized sexual harassment, organizational climate, and engagement theories to articulate a process model of how perceived antisexual harassment practices and sexual harassment incidents relate to affective commitment and intentions to stay. The authors hypothesized that perceived anti-sexual harassment practices and sexual harassment incidents would relate to employee engagement, both directly and indirectly through psychological distress. Moreover, psychological distress and employee engagement were hypothesized to mediate the relationships of perceived anti-sexual harassment practices and sexual harassment incidents with affective commitment and intentions to stay. Study fi ndings supported these hypotheses within two subsamples of female (N = 3,283 and 3,207) and male (N = 3,460 and 3,300) military personnel.
To answer the call of introducing more Bayesian techniques to organizational research (e.g., , we... more To answer the call of introducing more Bayesian techniques to organizational research (e.g., , we propose a Bayesian approach for meta-analysis with power prior in this article. The primary purpose of this method is to allow meta-analytic researchers to control the contribution of each individual study to an estimated overall effect size though power prior. This is due to the consideration that not all studies included in a meta-analysis should be viewed as equally reliable, and that by assigning more weights to reliable studies with power prior, researchers may obtain an overall effect size that reflects the population effect size more accurately. We use the relationship between high-performance work systems and financial performance as an example to illustrate how to apply this method to organizational research. We also provide free online software that can be used to conduct Bayesian metaanalysis proposed in this study. Research implications and future directions are discussed.
The structure of work in organizations continues to change at a radical and accelerated pace to a... more The structure of work in organizations continues to change at a radical and accelerated pace to allow them to remain competitive in a changing environment (LePine, 2003). Faced with constantly evolving internal and external environments, more and more firms utilize teams as a means of better leveraging human capital in the pursuit of organizational goals (Kozlowski & Bell, 2003). Prior research has demonstrated the prevalence of teams as Devine, Clayton, Philips, Dunford, and Melner (1999) found that 48% of the respondents ...
Strategic HRM researchers have increasingly adopted an employee perspective to understand the inf... more Strategic HRM researchers have increasingly adopted an employee perspective to understand the infl uence of HR practices on employee outcomes and have called for studies to explain variability in employees' perceptions of HR practices. To address this research need, we used the social information processing perspective to examine the contextual infl uence of managers and coworkers on employees' perceptions of HR practices and explore demographic dissimilarities as boundary conditions of the contextual infl uence. Conducting research in two organizational settings, we found that both manager-perceived and coworkerperceived HR practices were positively related to employees' perceptions of HR practices. The results also revealed that employee demographic dissimilarity to coworkers in terms of age and organizational tenure weakened the positive relationship between coworker-perceived and employee-perceived HR practices. However, the relationship between manager-perceived and employee-perceived HR practices was not infl uenced by demographic dissimilarities.
This article uses strategic human resource management theory to consider the ways in which volunt... more This article uses strategic human resource management theory to consider the ways in which volunteers can potentially enhance hospital patient satisfaction. Results of a structural equation modeling analysis of multi-source data on 107 U.S. hospitals show positive associations between hospital strategy, volunteer management practices, volunteer workforce attributes, and patient satisfaction. Although no causality can be assumed, the results shed light on the volunteer-patient satisfaction relationship and have important implications for hospital leaders, volunteer administrators, and future research.
Research has uncovered mixed results regarding the influence of overqualification on employee per... more Research has uncovered mixed results regarding the influence of overqualification on employee performance outcomes, suggesting the existence of boundary conditions for such an influence. Using relative deprivation theory (Crosby, 1976) as the primary theoretical basis, in the current research, we examine the moderating role of peer overqualification and provide insights to the questions regarding whether, when, and how overqualification relates to employee performance. We tested the theoretical model with data gathered across three phases over 6 months from 351 individuals and their supervisors in 72 groups. Results showed that when working with peers whose average overqualification level was high, as opposed to low, employees who felt overqualified for their jobs perceived greater task significance and person-group fit, and demonstrated higher levels of in-role and extra-role performance. We discuss theoretical and managerial implications for overqualification at the individual level and within the larger group context.
We conducted two studies to investigate the contingent role of regional human capital quality (i.... more We conducted two studies to investigate the contingent role of regional human capital quality (i.e., the knowledge, skills, and abilities of the collective workforce in a region) in the relationship between firm level human resource (HR) practices (i.e., practices focusing on employees’ human capital development) and firm performance in China. Drawing upon human capital theory, we hypothesized that the human capital-enhancing HR practices and regional human capital quality has a substitutive effect on firm performance. Study 1 uses a World Bank survey of 9,125 firms in 30 provinces. We found the human capital-enhancing HR practices to relate more strongly to firm performance when regional human capital quality was lower than when it was higher. Study 2 used a sample of 203 firms across seven provinces. We found similar results. We further hypothesized and found that the substitutive effect of regional human capital quality was stronger when a firm adopted an innovation strategy. Our findings provide new evidence for the contingency perspective of strategic human resource management and highlight the importance of matching HR practices with local labor quality conditions and business strategy of the firm.
The field of strategic human resource management has a long and rich tradition. As a prelude to o... more The field of strategic human resource management has a long and rich tradition. As a prelude to our description of the field's history, we provide an expansive definition of strategic HRM scholarship and offer an aspirational framework for strategic HRM scholarship that captures the multidisciplinary nature of the field. We then systematically review and critique three decades of strategic HRM theory and research, paying particular attention to the value of HRM systems as management tools for influencing a wide variety of outcomes of concern to internal (employees and their managers) and external (owners, customers, society, other organizations) stakeholders. In support of continued advancement of the empirical knowledge base of strategic HRM, we encourage new research that embraces systems thinking, more fully addresses the concerns of multiple stakeholders, and strives for greater practical usefulness by addressing significant problems such as managing innovation and environmental sustainability.Accepted Author Version. Not yet edited or proofed. Please see disclaimer on the article abstract page.
The main objective of the present research is to briefly review the strategic human resource mana... more The main objective of the present research is to briefly review the strategic human resource management (HRM) literature from multilevel theoretical perspectives to summarize what we know about mediating mechanisms in the HR-performance relationship. By doing so, we highlight future research needs to advance theoretical understanding of the 'black box' in strategic HRM research. Furthermore, by offering additional theoretical perspectives that can be used to understand the mediating mechanisms at different levels, we suggest future research directions that capture the complexities associated with strategic HRM through a multilevel theoretical lens. Implications of the model are discussed.
The present study utilized sexual harassment, organizational climate, and engagement theories to ... more The present study utilized sexual harassment, organizational climate, and engagement theories to articulate a process model of how perceived antisexual harassment practices and sexual harassment incidents relate to affective commitment and intentions to stay. The authors hypothesized that perceived anti-sexual harassment practices and sexual harassment incidents would relate to employee engagement, both directly and indirectly through psychological distress. Moreover, psychological distress and employee engagement were hypothesized to mediate the relationships of perceived anti-sexual harassment practices and sexual harassment incidents with affective commitment and intentions to stay. Study fi ndings supported these hypotheses within two subsamples of female (N = 3,283 and 3,207) and male (N = 3,460 and 3,300) military personnel.
Although the number of firms adopting corporate volunteerism programs is rising steadily, very fe... more Although the number of firms adopting corporate volunteerism programs is rising steadily, very few firms are assessing the benefits of such programs on target groups, such as employees and nongovernmental organizations (NGOs), and identifying the conditions under which benefits to the various groups are maximized. This study addresses both by examining the conditions of employees’ corporate volunteer assignments that lead to increased employee engagement, sustainability of the volunteers’ project within the NGO, capability development for the business unit, and employees’ continuation of volunteerism. Using a longitudinal and multisource design, responses from 116 corporate volunteers from a global pharmaceutical organization are matched with responses from their NGO managers and their business unit managers at 3 points in time: at the start of the volunteer assignment, at the end of the assignment, and 6 months after the completion of the assignment. Across these outcomes, we found that employees’ volunteer assignments are most valuable when they are international, when the volunteers perceive that their projects contribute meaningfully the NGO's functioning, when volunteers have professional skills (and are able to use them), when there are opportunities for skills to be developed that can be applied in the volunteers’ regular work role, and when the NGOs have tangible resources to sustain the volunteers’ projects.
Service climate captures employees' consensual perceptions of organizations' emphasis on service ... more Service climate captures employees' consensual perceptions of organizations' emphasis on service quality. Although many studies have examined the foundation issues and outcomes of service climate, there is a lack of a comprehensive model explicating the antecedents, outcomes, and moderators of service climate. The current study fills this void in the literature. By conducting a meta-analysis of 58 independent samples (N ϭ 9,363), we found support for service climate as a critical linkage between internal and external service parameters. In addition, we found differential effects of service-oriented versus general human resource practices and leadership on service climate, as well as disparate impacts of service climate contingent on types of service, measures of service climate, and sources of rating. Research and practical implications are discussed.
Drawing on the ability-motivation-opportunity model, this meta-analysis examined the effects of t... more Drawing on the ability-motivation-opportunity model, this meta-analysis examined the effects of three dimensions of HR systems-skills-enhancing, motivation-enhancing, and opportunity-enhancing-on proximal organizational outcomes (human capital and motivation) and distal organizational outcomes (voluntary turnover, operational outcomes, and financial outcomes). The results indicate that skill-enhancing practices were more positively related to human capital and less positively related to employee motivation than motivation-enhancing practices and opportunity-enhancing practices. Moreover, the three dimensions of HR systems were related to financial outcomes both directly and indirectly by influencing human capital and employee motivation as well as voluntary turnover and operational outcomes in sequence.
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