Research in Personnel and Human Resources Management Vol: 34

M. Ronald Buckley
University of Oklahoma, USA

Jonathon R. B. Halbesleben
University of Alabama, USA

Anthony R. Wheeler
University of Rhode Island, USA

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Product Details
14 Jul 2016
Emerald Group Publishing Limited
380 pages - 152 x 229 x 24mm
Research in Personnel and Human Resources Management
Volume 34 of Research in Personnel and Human Resources Management contains six chapters on emerging issues in the field of human resources management, thus continuing the tradition of the RPHRM series to publish cutting-edge work that pushes the field forward. The subject matter in this volume covers myriad areas: discrimination, multigenerational issues, duty, flexible HRM, social media, and entrepreneurship. These chapters, written by a collection of the finest scholars in the field from across the world, represent seminal scholarly advances and illustrate the interdisciplinary character of human resources management.
Multigenerational Research in Human Resource Management - Eddy S. Ng and Emma Parry Workplace Flexibility Across the Lifespan - P. Matthijs Bal and Paul G. W. Jansen Understanding and Reducing Workplace Discrimination - Ho Kwan Cheung, Eden King, Alex Lindsey, Ashley Membere, Hannah M. Markell and Molly Kilcullen Social Media Use in HRM - Donald H. Kluemper, Arjun Mitra and Siting Wang The Call of Duty: A Duty Development Model of Organizational Commitment - Charn P. Mcallister and Gerald R. Ferris Dark Triad Traits and the Entrepreneurial Process: A Person-Entrepreneurship Perspective - Reginald L. Tucker, Graham H. Lowman and Louis D. Marino
Edited by M. Ronald Buckley, University of Oklahoma, Norman, OK, USA Jonathon R. B. Halbesleben, The University of Alabama, Tuscaloosa, AL, USA Anthony R. Wheeler, Bryant University, Smithfield, RI, USA
Buckley, Halbesleben, and Wheeler offer this research compilation on human resource management (HRM). The book consists of six contributions. The first contribution investigates generational effects, both in terms of intergenerational interactions between younger and older co-workers and the greater influence of older generations on established organizational policy, including human resources policy. This chapter particularly seeks to understand whether Millennials have different work values that would make them easier to recruit and retain with changes in HRM style. The second chapter discusses workplace flexibility, which can appear in a variety of forms that can be valuable for younger workers, older workers, and employers alike. The third paper reviews scholarship on typologies of discrimination, theory on why it continues to occur despite protective legislation, and propositions for preventing it through organizational structure. Chapter four discusses the role of social media in human resource activities, particularly candidate evaluation and hiring. Chapter five proposes a sociological model of commitment and duty based on social exchange theory to help companies retain workers amidst rising mobility. The final contribution discusses the "dark triad" of Machiavellian, narcissistic, and psychopathic personality traits and how to reap the potential benefits of these traits in entrepreneurship while managing their obvious drawbacks. Distributed in North America by Turpin Distribution.

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