Abstract As an emerging concept, green human resource management (green HRM ) has been conceptualized to influence employee workplace behavior. This research empirically tested this link. We first developed measures for , and then drew on the behavioral psychological climate literature along with supplies‐values fit theory, test a conceptual model integrating effects of individual values. Results revealed that both directly indirectly influenced in‐role behavior, but only extra‐role through...

This paper critically reviews the literature on managing diversity through human resource management (HRM). We discuss major issues and objectives of examine state practices in organizations. Our review shows that inequality discrimination still widely exist HRM has focused mainly compliance with equal employment opportunity (EEO) affirmative action (AA) legislation. Less attention been paid to valuing, developing making use diversity. reveals limited examining how is managed organizations...

Socially responsible human resource management (SRHRM), defined as corporate social responsibility (CSR) directed at employees, underpins the successful implementation of CSR. While its relationship with employee behavior has been conceptualized and received some empirical support, effect on work behaviors not explored. In this article we develop test a meso-mediated moderation model that explains underlying mechanisms through which SRHRM affects task performance extra-role helping behavior....

In this paper, we introduced the concept of socially responsible human resource management (SR-HRM) and examined effects perceived SR-HRM on employee organizational commitment (OC) in Chinese context. After examining psychometric properties scales, hierarchical multiple regression analysis was utilised to test research hypotheses. The results showed that, general, is positively related OC. demographic variables were controlled, labour-related legal compliance HRM general corporate social...

Green human resource management (green HRM) refers to a set of HRM practices that organizations adopt improve employee workplace green performance. While the effect perceived on emp...

Abstract Underpinned by the stimulus–organism–response model, this study explores underlying mechanism through which green advertising skepticism on social media affects consumer purchase intention. It also investigates boundary factors that moderate indirect relationship. Performing structural equation modeling data collected from an online survey Sina Weibo , finds negatively intention mediation of perceived information utility. Moreover, interdependent self‐construal positively moderates,...

Purpose Considering the rapid adoption of social media among consumers and organizations, this study intends to examine impact online bundle promotions contextual interactions on impulse buying as encounter them synchronously. Hence, a research model is proposed with integration perceived transaction value, acquisition values, top reviews information, tendency emotional intelligence following stimulus-organism-response framework, promotional framing effect, theory selective attention....

Abstract Integrating the literature on international human resource management (IHRM) with corporate social responsibility, this paper introduces concept of socially responsible IHRM (SRIHRM) and develops its construct in key functions. This also discusses complexities implementation factors that may determine multinational enterprises' decisions regarding SRIHRM practices. Avenues for further research discussions practical implications are suggested. Keywords:...

AbstractWe examined employee perceptions of the benefits and challenges workforce diversity human resource (HR) management practices adopted in Australian manufacturing sector. We found that overt discrimination does not exist However, employers appear to adopt a ‘legalistic compliance approach’ have considered as source competitive advantage. Employers effective HR practices. The sector has failed value or capitalize on diversity. Inadequate recognition overseas skills, ineffective...

Using a sample of workers and managers employed by hotel located in Southeastern People's Republic China, we investigated the relationship between various human resource management practices perceived organizational support (POS) experienced employees. We then effects POS on employee satisfaction. Our data suggest that hiring practices, training, compensation predict POS. These results are consistent with previous research. also found influences worker satisfaction acts as mediator select HR...

This article examines the role of quality working life ( QWL ) in relationships between high‐performance work systems HPWSs and employee in‐role performance extra‐role behavior. Using data from 1,051 teachers their immediate supervisors 63 Chinese schools, we performed multilevel analysis to test meso‐mediation models. The results showed that directly indirectly influence teachers’ behavior through mediation . These findings demonstrate is an important conduit behaviors. concludes by...

A new species, Synergus mongolicus Pujade-Villar & Wang n. sp., is described from galls collected on twigs of Quercus mongolica. The morphological characters useful for differentiating the species are also discussed. Three inquilines recorded China first time: Saphonecrus shirakashii, belizinellus and S. symbioticus. tianmushanus considered a syn. shirakashii based comparison types. taiwanensis name proposed lithocarpii Schwéger Melika, 2015 by homonymy with lithocarpi Pujade-Villar,...

Abstract This article explores HRM issues in Chinese multinational enterprises (MNEs), particular, the recruitment, selection and repatriation of expatriate management ten MNEs. Owing to rapid growth internationalization firms, IHRM context has been attracting both academic practitioners' interest. The approach MNEs become an urgent area study. represents one part results a recent study IHRM. It concludes that, even though recruitment policies practices are more progressive adopting modern...

In this study we explored the effects of human resource diversity management (HRDM) on organizational citizenship behaviour (OCB). The data for were collected from 530 Chinese employees in a range industries. results our indicate that overall, HRDM is positively related to OCB. We found compensation strongest predictor Recruitment and selection also significantly associated with Our hypotheses regarding relationship between training development performance appraisal OCB not supported....

This study examines cross-cultural training (CCT) policies and practices in terms of provision, mode delivery level rigor, the relative effects different CCT programmes on expatriates Australian multinational enterprises (MNEs). The empirical evidence suggests that case MNEs tended to provide highly rigorous CCT, mainly form short-term international assignments, which, however, are yet be perceived as literature. Short-term assignments had a stronger impact adjustment reducing expatriate...

Multilevel modeling is important for human resource management ( HRM ) research in that it often analyzes and interprets hierarchal data residing at more than one level of analysis. However, general lags behind other disciplines, such as education, health, marketing, psychology the use a multilevel analytical strategy. This article integrates most recent literature into theoretical applied basics applicable to research. A range issues have been discussed they include statistical logic...