Human Resource Management Theory And Research On New Employment Relationships (research In Human Resource Management)
by Dianna L. Stone /
2016 / English / PDF
3.3 MB Download
This volume of the series Research in Human Resource Management
(Hrm) focuses on a number of important issues in Hrm and Ob
including performance appraisal, political skill, gratitude,
psychological contracts, the philosophical underpinnings of Hrm,
pay and compensation messages, and electronic human resource
management. For example, the first article by Cleveland and Murphy
considers a very controversial issue (i.e., the reasons that
organizations are abandoning the use of performance appraisal). The
next article by Harris, Ferris, Summers, and Munyon is extremely
interesting, and focuses on how composite political skills (e.g.,
social astuteness, interpersonal influence ) helps individuals
develop productive work relationships in organizations. The third
article by Scandura and Sharif presents a very innovative model of
gratitude in organizations, and the authors argue that gratitude is
essential for maintaining positive social relations in
organizations. The fourth article by Suazo and Stone-Romero
provides an extremely comprehensive review of the theory and
research on psychological contracts in organizations from
1960-2015. The subsequent article by Bae, Kang and Kim presents a
very unique perspective on Hrm, and considers the philosophical
underpinnings of the field. The sixth article by Murray, Dulebohn,
Roehling, and Werling presents a very innovative model to explain
the role that organizational messages about changes in pay or
compensation systems have on anticipatory pay satisfaction. The
final article in the series by Johnson, Thatcher, and Burleson
presents a thought-provoking framework for understanding the key
role that information technology (It) plays in the field of Hrm.
The series should be useful to researchers and doctoral students in
the fields of Hrm, Ob, and Industrial and Organizational
Psychology. It should also be relevant for doctoral courses and
scientist-practitioners in these fields.
This volume of the series Research in Human Resource Management
(Hrm) focuses on a number of important issues in Hrm and Ob
including performance appraisal, political skill, gratitude,
psychological contracts, the philosophical underpinnings of Hrm,
pay and compensation messages, and electronic human resource
management. For example, the first article by Cleveland and Murphy
considers a very controversial issue (i.e., the reasons that
organizations are abandoning the use of performance appraisal). The
next article by Harris, Ferris, Summers, and Munyon is extremely
interesting, and focuses on how composite political skills (e.g.,
social astuteness, interpersonal influence ) helps individuals
develop productive work relationships in organizations. The third
article by Scandura and Sharif presents a very innovative model of
gratitude in organizations, and the authors argue that gratitude is
essential for maintaining positive social relations in
organizations. The fourth article by Suazo and Stone-Romero
provides an extremely comprehensive review of the theory and
research on psychological contracts in organizations from
1960-2015. The subsequent article by Bae, Kang and Kim presents a
very unique perspective on Hrm, and considers the philosophical
underpinnings of the field. The sixth article by Murray, Dulebohn,
Roehling, and Werling presents a very innovative model to explain
the role that organizational messages about changes in pay or
compensation systems have on anticipatory pay satisfaction. The
final article in the series by Johnson, Thatcher, and Burleson
presents a thought-provoking framework for understanding the key
role that information technology (It) plays in the field of Hrm.
The series should be useful to researchers and doctoral students in
the fields of Hrm, Ob, and Industrial and Organizational
Psychology. It should also be relevant for doctoral courses and
scientist-practitioners in these fields.
