ORCID Profile
0000-0002-0385-1690
Current Organisations
Xi'an Jiaotong University
,
UNSW Australian School of Business - International Business
,
UNSW Business School
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Publisher: American Physical Society (APS)
Date: 14-06-2019
Publisher: Informa UK Limited
Date: 26-11-2020
Publisher: Wiley
Date: 21-08-2023
DOI: 10.1002/JOB.2738
Abstract: This special issue focuses on collective responses to organizational change with a goal of enhancing knowledge on the emergence of these higher‐level responses to change. While researchers acknowledge that organizational change inherently involves processes at multiple levels (in idual, team, organization), scholars have only recently begun to increasingly promote models of collective responses to change. Spotlighting this gap, in this paper, we explore the dynamic character of collective responses to change, note the multiple ways in which these may develop, and identify theoretical frames rooted in psychology and sociology. This approach contributes to the growing field of responses beyond the in idual. Through the papers in the special issue, we offer a framework based on Bourdieu's theory of practice as a platform for bringing together perspectives on agency and structuralism on how responses to change are shaped in the collective. With this framing, we provide direction for future research on successful organizational change through the interrelations between in iduals and collectives undergoing change.
Publisher: Wiley
Date: 07-2022
Abstract: Research on the relationship between human resource management (HRM) and organizational outcomes has mainly been studied at the organizational level so far. However, HRM scholars acknowledge that employees are the foundation of organizations, and they play an important role in the effect of HRM on employee and organizational outcomes. While research on HR content focuses on the effects of HR practices, HR process research considers how employee perceptions and attributions of HR influence organizational outcomes. In the special issue of New Frontiers in HR Practices and HR Processes: Evidence from Asia , we focus on emerging research in the Asian region, especially China and Pakistan regarding the role of employees, also known as the micro‐foundations of HR research, in terms of both HR content and HR process. In this Introduction of the special issue, we review the current state‐of‐the‐art studies in both research streams and highlight further research questions. We outline how the papers in this special issue advance our knowledge for the Asian region and we also call for more Asian region HR practice and HR process studies in the future.
Publisher: Informa UK Limited
Date: 15-01-2021
Publisher: Wiley
Date: 14-05-2018
DOI: 10.1002/HRM.21918
Publisher: Wiley
Date: 29-04-2021
Abstract: Human resource (HR) process research seeks to explain the relationship between HR practices and employee outcomes and organisational performance. This body of research examines the HR implementation process, particularly the role of line managers, and the employees' HR sense‐making process. Among these processes, one promising line of research explores the antecedents and consequences of employees' HR attributions or beliefs about why their organisation implements specific HR practices. However, research on these HR attributions has been rather limited leading to this special issue to advance our knowledge of this field. In this Introduction to the special issue we review the current ‘state‐of‐the‐art’ and highlight the research questions which we invited contributors to address. We outline how the articles advance our knowledge and help to promote a future research agenda.
Publisher: Wiley
Date: 10-11-2020
Abstract: Signalling theory is presented as an approach to advance the study of human resource management (HRM) processes highlighting line managers as signallers of HR messages and employees as receivers. Signalling theory is also offered as a framework to integrate the two attributional approaches to HRM focusing on HRM strength and HR attributions. A study of employees in 83 bank branches confirms that strong HR signals, reflected in implementation of a coherent set of high‐commitment HR practices and consensus about their implementation have a positive association with the HR attributions and attitudes of employees as signal receivers. We found no link with branch performance. The study confirms the utility of signalling theory as a framework for advancing our understanding of HR processes.
Publisher: Wiley
Date: 09-12-2022
DOI: 10.1002/HRM.22157
Abstract: Intimate partner violence (IPV) is a global public health issue that negatively impacts organizations and their employees. Research suggests that organizations can play a supportive role to lessen this negative impact. However, it has been relatively silent on the conditions under which organizations choose to play such a role. Integrating social role and critical mass perspectives, we examine the extent to which organizations adopt human resource (HR) practices to support employees affected by IPV. Specifically, we argue that organizations are more likely to adopt IPV‐related HR practices when they are led by female Chief Executive Officers (CEOs) and Top Management Teams (TMTs) with more female members. Furthermore, we argue that when women's representation reaches a critical mass plateau, appointing more women in TMTs has no incremental impact, and this non‐linear relationship moderates the CEO gender effect. Overall, we found support for our hypotheses based on a survey study of HR professionals from 414 Australian organizations (Study 1) and an archival study using 2 years of the Workplace Gender Equality Agency data from 4186 Australian organizations (Study 2). Theoretical and practical implications on the influence of gender configurations in leadership positions on the adoption of ersity, equity, and inclusion‐related HR practices are discussed.
Publisher: Wiley
Date: 31-05-2021
DOI: 10.1002/HRM.22068
Abstract: Human resource (HR) strength research has substantially informed an understanding of the relationship between HR practices and employee‐level outcomes. However, a key unresolved issue is whether employee perceptions of HR strength act as a mediator or a moderator in the relationship between HR practices and these outcomes. A meta‐analysis of 42 studies (comprising 65 s les and 29,444 unique participants) was conducted to address this issue. Results support the mediating hypothesis for all five employee outcomes: employee reactions, proactive behavior, burnout, performance, and perceived organizational effectiveness. Conversely, the moderating hypothesis was only supported for employee performance. In addition, we examined five study characteristics (the operationalization of perceived HR strength, research study design, industry, s ling strategy, and publication status) as moderators. Using this analysis, we test the robustness of our main results and identify sources of heterogeneity in the results across studies. The results show that the mediating hypothesis still holds under different study designs and contexts. Theoretical and practical implications of these results are discussed.
Publisher: Wiley
Date: 18-07-2022
DOI: 10.1002/HRM.22134
Abstract: Scholars have identified that interviewers prefer applicants who are both emotionally restrained and exuberant. To reconcile these inconsistent results, we investigated how the magnitude of applicants' expressed enthusiasm influences interviewer perceptions of job suitability. In two experimental studies with recruiters in China, we show that expressing intense as opposed to mild enthusiasm reduces applicants' chances to be perceived as suitable for the job (Study 1). We further demonstrate that expressions of intense enthusiasm do not always undermine their perceived job suitability but can also lead to a positive interview outcome. We find that the negative consequences of intense enthusiasm are explained by interviewer perceptions of decreased appropriateness, whereas the positive consequences are driven by interviewer perceptions of the applicant's attraction to the organization (PAAO Study 2). We also report how interviewer trait information processing motivation (IPM) influences the way applicants expressing intense enthusiasm are evaluated. Only interviewers with low trait IPM interpret applicants' intense enthusiasm as less appropriate. We propose to incorporate the social signaling character of emotions in future theorizing and research on nonverbal communication in job interviews.
Publisher: Wiley
Date: 29-08-2017
DOI: 10.1002/HRM.21833
Publisher: Wiley
Date: 13-03-2022
DOI: 10.1002/HRM.22107
Abstract: This article—which serves as an introduction to the special issue of the role of (strategic) human resource management (HRM) in the era of environmental disruptions—summarizes previous research, introduces articles related to this special issue, and provides suggestions for future research in the area. This special issue intends to advance HRM research by putting it in the context of disruptive environments, aiming to deepen our theoretical and empirical knowledge about the role of HRM in these disruptive environments, and provide insights to managers and policymakers who must deal with current as well as future disruptions in extra‐organizational environments. The different sections of this introductory paper are structured from the perspective of an in idual (“How can HRM help in idual employees cope with environmental disruptions?”), an organization (“How can HRM help organizations be more resilient against environmental disruptions?”), and a community/societal perspective (“How can HRM help the community being affected by environmental disruptions?”). We conclude by proposing several research ideas and practical implications for human resource professionals that would enable them to deal with in idual employees, their organization, and the community in times of environmental disruptions.
Publisher: Wiley
Date: 07-08-2020
DOI: 10.1002/HRM.22028
Abstract: In this article, we review similarities and differences in articles in the research field of international and comparative human resource management (HRM), published in Human Resource Management over the past 60 years. The extensive review and analysis, based on 189 conceptual articles, reviews, and empirical studies, identified several trends. First, the two distinct research streams in this research field (HRM in MNEs and comparative HRM) have grown over the decades and moved from conceptual articles in the beginning to almost exclusively empirical studies in more recent years. Second, in addition to the two research streams, in more recent years we identified a third research stream that combines elements of HRM in MNEs and comparative HRM research. Third, the research field has become more feminized, with an increasing number of female (first) authors, and has become more international, with more authors affiliated with non‐US universities in the more recent time periods. Finally, while the research streams show some differences in the content of their research, we do not find evidence that the streams developed in isolation. Based on our analysis, we provide suggestions for future research on international and comparative HRM and identify current implications for HR practitioners.
Publisher: Springer Science and Business Media LLC
Date: 29-01-2021
DOI: 10.1038/S41467-020-20845-2
Abstract: Optical activity, also called circular birefringence, is known for two hundred years, but its applications for topological photonics remain unexplored. Unlike the Faraday effect, the optical activity provokes rotation of the linear polarization of light without magnetic effects, thus preserving the time-reversal symmetry. In this work, we report a direct measurement of the Berry curvature and quantum metric of the photonic modes of a planar cavity, containing a birefringent organic microcrystal (perylene) and exhibiting emergent optical activity. This experiment, performed at room temperature and at visible wavelength, establishes the potential of organic materials for implementing non-magnetic and low-cost topological photonic devices.
Publisher: Wiley
Date: 24-01-2018
Abstract: Studies on the effects of transformational leadership on employee innovative behaviour have yielded mixed results. The authors argue that one possible explanation for these mixed findings is that researchers have assumed a linear relationship between these constructs. In contrast, they suggest that the relationship between transformational leadership and innovative behaviour is non‐linear. Specifically, the authors argue that the positive effects of transformational leadership on innovative behaviour will be stronger at low and high levels of transformational leadership. Moreover, they examine whether the relationship between transformational leadership and innovative behaviour is mediated by knowledge sharing within and between teams. The authors undertake a constructive replication by testing these hypothesized relationships in two studies: (1) a multi‐actor team‐level study conducted in the USA, and (2) a longitudinal employee‐level study of teachers in the Netherlands. Results of both studies reveal that knowledge sharing mediates the relationship between transformational leadership and innovative behaviour, and that the indirect relationship is curvilinear. The authors link these findings to leader substitution theory, proposing that employees turn to their peers and other parties when there is an absence of effective leadership.
Location: United Kingdom of Great Britain and Northern Ireland
Location: Australia
No related grants have been discovered for Karin Sanders.