Addressing Big Societal Challenges in HRM Research: A Society–Actors–Processes–Policy Framework

Hughes, Emma; Dundon, Tony

doi:10.5465/amp.2021.0123

Cited by 3 publications

(1 citation statement)

References 132 publications

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“…As responsible research practices gain attention (e.g., Tsui, 2022), it is important to not simply study practically significant issues, but also ensure that the way we study and translate knowledge also adheres to responsible practices. For example, Hughes and Dundon (2023) argued that focusing scholars on addressing societal challenges can help make strides, but it is also important to ensure that this research brings marginalized groups into the fold to ensure that they have a voice and appropriate representation. Similarly, cultivating connections, common purpose and values, and a shared reality between scholars and practitioners can facilitate knowledge transfer whereas embedding these practices in educational endeavors can help future leaders learn the values and skills that can enable them to successfully tackle societal challenges together.…”

Section: Reducing the Scientist-practitioner Divide And Promoting Res...mentioning

confidence: 99%

Doing justice: Moving from the pain and trauma of injustice to healing

Bies,

Barclay

2024

Organizational Psychology Review

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Injustice lies at the heart of many societal challenges. By adopting the lens of injustice, we argue that critical insights and interventions can be illuminated. We highlight the importance of healing for addressing the pain and trauma of injustice as well as the role of justice in the healing process, where it can serve as a motivating force (e.g., when people desire justice), healing salve (e.g., when people “do justice”), and desired end state (e.g., working towards a just society). In doing so, we outline how to facilitate healing from injustice and enable the transition from injustice to justice. We provide an agenda for future research that showcases the importance of further understanding the pain and trauma of injustice. We conclude with a call for scholars and practitioners to engage in courageous action to recognize the toll of injustice, promote healing, and work towards a more just society.

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Section: Reducing the Scientist-practitioner Divide And Promoting Res...mentioning

confidence: 99%

Doing justice: Moving from the pain and trauma of injustice to healing

Bies,

Barclay

2024

Organizational Psychology Review

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Transformationsprozesse gestalten und evaluieren: Wirkmodelle als Ansatz um strategische Personalentwicklung mit Organisationsentwicklung zu verbinden

et al. 2023

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ZusammenfassungAngesichts der Dringlichkeit ökologischer, ökonomische und sozialer Transformationsprozesse in deutschen Unternehmen gewinnen wirksame Personal- und Organisationsentwicklungen zunehmend an Bedeutung. Dieser Beitrag in der Zeitschrift Gruppe. Interaktion. Organisation. (GIO) führt Wirkmodelle als Instrument zur Klärung von Wirkungen von transformativen Personal- und Organisationsentwicklungsmaßnahmen ein. Mithilfe solcher theoriebasierter Evaluationsansätze lässt sich die Wirkweise komplexer Maßnahmen systematisch entwickeln und bewerten. Die Evaluation ermöglicht zudem einen Beitrag zur Gestaltung von Transformationsprozessen auf Mitarbeiterebene, im Unternehmen und der Gesellschaft abzuleiten. Anhand eines Fallbeispiels (Weiterbildungsformat VeränderungsMacher) wurde ein Wirkmodell für eine integrierte Personal- und Organisationsentwicklungsmaßnahme konstruiert und in einem Pilotprojekt mit 16 Fachkräften getestet. Durch induktive und deduktive Interviewanalysen mit Führungskräften (N = 13) wurde die Weiterbildung evaluiert, um den Soll- und Ist-Zustand der Lern- und Kompetenzzuwächse der Fachkräfte zu eruieren und die entwickelte Wirkmodellstruktur zu überprüfen. Deskriptive Daten von teilnehmenden Fachkräften (N = 24) bestätigen die angenommenen Wirkmechanismen dieser transformativen Weiterbildung. Die Ergebnisse werden hinsichtlich der Nützlichkeit von Wirkmodellen und der Contribution Analysis zur Gestaltung und Evaluation von Transformationsprozessen diskutiert. Zudem werden praktische Implikationen für die Anwendung der programmtheoretischen Methoden in Unternehmen aufgezeigt.

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A constructive error management culture promotes innovation and corporate social responsibility: A multi-level analysis in 10 countries

Kruse,

Wegge

2024

German Journal of Human Resource Management: Zeitschrift für Pe

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In the face of grand challenges like global warming or social inequality, firms are increasingly expected to make a positive contribution to society. As a result, they are looking for ways to fuse their own and common good interests, for example, by employing so-called Common Good HRM practices. These practices like the promotion of a constructive error management culture (EMC) aim to support an environment that facilitates positive societal and ecological change by enabling firm leaders and employees to contribute to global progress. Yet, to date empirical evidence for proposed positive effects is scarce and the embeddedness of employees in different teams and national cultures is largely neglected in prior research. The current study accounts for these shortcomings by investigating the effects of a constructive EMC as a Common Good HRM practice on employee innovativeness and internal corporate social responsibility (CSR) based on a sample of 82,927 employees working in 9253 teams in a large telecommunication company with subsidiaries in 10 different countries. Applying a comprehensive multi-level design, we find that (i) a constructive EMC has a positive impact on employee innovativeness and internal CSR and (ii) that team member diversity regarding gender, age, and tenure and cultural values affect EMC. Particularly, our analyses uncover that EMC effects differ depending on the kind of diversity and reveal a complex interplay of team composition and cultural values. Despite notable limitations like the examination of only one single organization, our work underpins the theoretically proposed benefits of applying Common Good HRM practices and highlights the need to take both team and cultural influences into account.

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Addressing Big Societal Challenges in HRM Research: A Society–Actors–Processes–Policy Framework

Cited by 3 publications

References 132 publications

Doing justice: Moving from the pain and trauma of injustice to healing

Doing justice: Moving from the pain and trauma of injustice to healing

Transformationsprozesse gestalten und evaluieren: Wirkmodelle als Ansatz um strategische Personalentwicklung mit Organisationsentwicklung zu verbinden

A constructive error management culture promotes innovation and corporate social responsibility: A multi-level analysis in 10 countries

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