Prelims

Half Title Page

RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT

Series Page

RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT

Series Editors: M. Ronald Buckley, Anthony R. Wheeler, John E. Baur and Jonathon R. B. Halbesleben

Earlier Volumes:

Title Page

RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT - VOLUME 41

RESEARCH IN PERSONNEL AND HUMAN RESOURCES MANAGEMENT

EDITED BY

M. RONALD BUCKLEY

University of Oklahoma, USA

ANTHONY R. WHEELER

Widener University, USA

JOHN E. BAUR

University of Nevada, USA

AND

JONATHON R. B. HALBESLEBEN

University of Texas at San Antonio, USA

United Kingdom – North America – Japan – India – Malaysia – China

Copyright Page

Emerald Publishing Limited

Howard House, Wagon Lane, Bingley BD16 1WA, UK

First edition 2023

Editorial matter and selection © 2023 M. Ronald Buckley, Anthony R. Wheeler, John E. Baur and Jonathon R. B. Halbesleben.

Individual chapters ©2023 The authors.

Published under exclusive licence by Emerald Publishing Limited.

Chapter 6, Work-Life Flexibility Policies: Moving From Traditional Views toward Work-Life Intersectionality Considerations, copyright © 2023 Ellen Ernst Kossek, Brenda A. Lautsch, Matthew B. Perrigino, Jeffrey H. Greenhaus, and Tarani J. Merriweather, is Open Access with copyright assigned to respective chapter authors. Published by Emerald Publishing Limited. This work is published under the Creative Commons Attribution (CC BY 4.0) licence. Anyone may reproduce, distribute, translate and create derivative works of this work (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this licence may be seen at http://creativecommons.org/licences/by/4.0/legalcode.

Reprints and permissions service

Contact: www.copyright.com

No part of this book may be reproduced, stored in a retrieval system, transmitted in any form or by any means electronic, mechanical, photocopying, recording or otherwise without either the prior written permission of the publisher or a licence permitting restricted copying issued in the UK by The Copyright Licensing Agency and in the USA by The Copyright Clearance Center. Any opinions expressed in the chapters are those of the authors. Whilst Emerald makes every effort to ensure the quality and accuracy of its content, Emerald makes no representation implied or otherwise, as to the chapters’ suitability and application and disclaims any warranties, express or implied, to their use.

British Library Cataloguing in Publication Data

A catalogue record for this book is available from the British Library

ISBN: 978-1-83753-389-3 (Print)

ISBN: 978-1-83753-388-6 (Online)

ISBN: 978-1-83753-390-9 (Epub)

ISSN: 0742-7301 (Series)

Contents

About the Contributors

Anthony P. Ammeter (Ph.D. University of Texas) holds a joint appointment as an Associate Professor in Management and Management Information Systems in the School of Business Administration at the University of Mississippi, where he also serves as an Associate Provost. His research intersects organizational behavior issues, including leadership, political skill, trust, and accountability, and the management of technology and technical workers. He has published in leading journals such as Information Systems Research, the Journal of Management, the Leadership Quarterly, Information & Management, Group and Organization Management, the Academy of Management Learning & Education, and the Journal of Business Ethics.

John E. Baur is an Associate Professor and Director of the MBA and Executive MBA programs at the University of Nevada, Las Vegas. He took his Ph.D. from the University of Oklahoma and has research interests within several areas including leadership, deviance, prosocial deviance, team dynamics, and organizational power. His work has been published in journals including The Leadership Quarterly, Human Resource Management Review, Journal of Business Research, Journal of Leadership and Organizational Studies, Small Group Research, Group & Organization Management, and Organizational Dynamics.

M. Ronald Buckley is the JC Penney Company Chair of Business Leadership and a Professor of Management and a Professor of Psychology in the Michael F. Price College of Business at the University of Oklahoma.

Chad P. Diaz II is a Ph.D. Candidate in Business Administration with an emphasis in Management Information Systems at the University of Mississippi. His research is focused on the emergence of discursive leadership in online communities. He has conducted research using big data repositories to explore how the lexical features of online posts affect the perception of online community members who become leaders. He works as a Leader in Software Configuration at Corelogic.

Martin Götz, Ph.D., is currently a Senior Research Associate in the Division of Social and Economic Psychology of the University of Zurich’s Department of Psychology. His primary research interests are norms and individuals’ deviation thereof – be it at the workplace, in economics, or in science in general. His work has been published in outlets such as Journal of Organizational Behavior, Small Group Research, and Psychological Bulletin. He is a Member of the Editorial Boards of the Journal of Personnel Psychology and Small Group Research.

Jeffrey H. Greenhaus is Professor Emeritus of Management in Drexel University’s LeBow College of Business. His research focuses on work-family relationships and career dynamics. A Fellow of SIOP and the Association for Psychological Science, he is the Author of numerous journal articles, chapters, and books, including most recently Advanced Introduction to Sustainable Careers with Gerry Callanan (Edward Elgar, 2022) and Making Work and Family Work: From Hard Choices to Smart Choices with Gary Powell (Routledge, 2017).

Jonathon R. B. Halbesleben is Dean, Bodenstedt Chair, and Tom C. Frost Distinguished University Chair for Business Excellence in the Alvarez College of Business at the University of Texas at San Antonio.

Rebecca Hewett is an Associate Professor in Human Resource Management at the Rotterdam School of Management, Erasmus University, in the Netherlands. Her research focuses on understanding the human experience of HR practices, particularly motivation and well-being, and the role of managers in implementing HR practices. Her research has been published in journals including Journal of Management, Journal of Management Studies, Human Resource Management Review, Human Relations, Journal of Organizational Behavior, and Journal of Vocational Behavior. In recent years she has published a number of papers and chapters on the role of attributions in HR processes. She is currently an Associate Editor for Human Resource Management Review.

Paul D. Johnson, Ph.D., is an Associate Professor, the Thomas W. Colbert Lecturer in Venture Capital and Entrepreneurial Finance, and Associate Dean in the School of Business Administration at the University of Mississippi. He is the Author of numerous publications on innovation, creativity, and motivational processes in entrepreneurial teams. His work appears in the Journal of Management, the Journal of Applied Psychology, and the Journal of Organizational Behavior, among others. After attending the University of Oklahoma for a BS in Zoology and an MBA, he received his Ph.D. from Oklahoma State University in 2010.

Anthony C. Klotz is an Associate Professor of Organizational Behavior in the UCL School of Management at University College London. He received his Ph.D. from the University of Oklahoma’s Price College of Business. His research focuses on understanding employees’ relationship with work through the lenses of resignations, citizenship behavior, and biophilic design. His research has been published in top management journals, but he is best known for having coined the phrase “The Great Resignation” in an interview with Bloomberg Businessweek in May 2021.

Joel Koopman is an Associate Professor and TJ Barlow Professor of Business Administration in the Mays Business School at Texas A&M University. He earned his Ph.D. from Michigan State University. He serves on a number of Editorial Boards and is currently an Associate Editor at Organizational Behavior and Human Decision Processes. His research interests include organizational justice, daily employee self-regulation and well-being, and research methodology.

Ellen Ernst Kossek is the Basil S. Turner Distinguished Professor of Management at Purdue University’s Mitchell E. Daniels School of Business. A Fellow of the Academy of Management, SIOP and APA, she received her Ph.D. from Yale University and is the first elected President of the Work Family Researchers’ Network. Her research focuses on relationships between leader and organizational work-life interventions and gender and work-life equality. She has won a work-life legacy award for building the work-life movement and serves on a National Academies of Sciences Expert Committee to provide evidence-based guidance on how to support family caregivers working in STEMM.

Brenda A. Lautsch is the Beedie Professor and Associate Dean at Simon Fraser University’s Beedie School of Business. She received her Ph.D. in Industrial Relations and Human Resource Management from the M.I.T. Sloan School of Management and an MIR from Queen’s University. Her current research examines work-life relationships, how flexibility can be implemented to enhance work-life equality and inclusion, and how work and leisure can be more meaningful. Her articles appear in leading journals such as the Journal of Management and the Academy of Management Annals.

Yizhen Lu is a Ph.D. Candidate in Management and Organization at the National University of Singapore. Her research interests are in workplace political correctness, prosocial behavior, humor, and employee well-being. Her topics tend to explore phenomenon-driven issues, how to draw on cross-disciplinary research to help managers address these organizational issues and close the scientist-practitioner gap. Her research has been published in journals like Academy of Management Journal and Frontiers in Psychology.

Caleb Lugar, Ph.D., is the Director of Oasis International School – Kosovo. He is the Author of book chapters and journal articles in collections including Journal of Management History, Leadership, Economics Ecology Socium, and Nova Science Publishers. His research interests include leadership, education, and self-initiated expatriates. In addition to research activities, he is a Practitioner who has held leadership roles in international organizations in the USA, South America, Africa, Southeast Asia, and Europe.

Tarani J. Merriweather is a Research Scholar in Organizational Behavior and Human Resources in the Department of Management at Purdue University’s Daniels School of Business, where she Co-chaired the Dismantling Bias Conference and is co-PI on a grant funded by the NIH. She earned her Ph.D. in Social-Organizational Psychology from Columbia University’s Teachers College after attending Spelman College and gaining extensive experience living and working abroad in Paris, France. Her research is focused on applying an intersectional lens to the work-life literature, including interrogating how systems are embedded in contexts within and across cultures.

Jeremy D. Meuser (Ph.D. University of Illinois at Chicago, 2016) was selected as a 2021 Western Academy of Management Ascendant Scholar, a prestigious award given to the very best early career scholars in Management recognizing excellence in research, service, and teaching. He brings an eclectic background to the study of leadership, holding degrees in several different disciplines. He is an Associate Editor for leadership articles at Group and Organization Management and the Journal of Managerial Psychology. He also serves on the Editorial Review Board for The Leadership Quarterly. He currently serves as Co-president of the Network of Leadership Scholars.

Milorad M. Novicevic (Ph.D. University of Oklahoma) is an Associate Professor at the University of Mississippi and Former Chair of the Academy of Management – Management History Division. His research is focused primarily on the global and historical aspects of leadership and human resource management. He has published more than 170 articles in journals such as Organizational Behavior and Human Decision Processes, Leadership Quarterly, Academy of Management Learning and Education, Human Relations, Journal of World Business, Strategic Management Journal, Human Resource Management, International Journal of Human Resource Management, Human Resource Management Review, Journal of Vocational Behavior, and Career Development International.

Ernest H. O’Boyle is a Professor of Organizational Behavior and Human Resources and holds the Dale M. Coleman Chair of Management in the Kelley School of Business at Indiana University. His work on such topics as the Dark Triad of personality, workplace deviance, superstar effects, and research integrity has been published in leading outlets such as Journal of Applied Psychology, Journal of Management, Personnel Psychology, and Psychological Bulletin. His work has also been featured in such popular press outlets as NPR’s Morning Edition, Wall Street Journal, and Bloomberg Businessweek.

Matthew B. Perrigino is an Assistant Professor of Management at Baruch College’s Zicklin School of Business. He completed this work as an Assistant Professor of Management at Iona University’s LaPenta School of Business. He previously served as an Assistant Professor of Management at Elon University’s Love School of Business and earned his Ph.D. from Purdue University’s Krannert School of Management. His research focuses on the work–nonwork interface including how supervisors engage in leadership styles that support employees’ well-being and the implementation of work-life balance policies in organizations.

Karin Sanders is a Professor of Human Resource Management and Organizational Psychology at the School of Management and Governance, University of New South Wales (UNSW) Business School, UNSW Sydney, Australia. Her research focuses on the human resource (HR) process approach, in particular, the impact of employees’ understanding and attributions of HR practices on their attitudes and behaviors. She published on these and other topics in journals such as Human Resource Management (Wiley), Human Resource Management Journal, HRM Review, Journal of Vocational Behavior, Academy of Management Learning and Education, Organization Studies, and Organization Science. She is an Associate Editor for Human Resource Management (Wiley) and Human Resource Management Review. Finally, she is on the Editorial Boards of several (HR) management and organizational psychology journals.

Pok Man Tang is an Assistant Professor of Management in the Terry College of Business at University of Georgia. He received his Ph.D. from Texas A&M University. His research interests include human–nonhuman interactions at work (i.e., interaction with artificial intelligence, robots, algorithms, animals, and nature), behavioral ethics & stereotypes, and emotions & well-being. His research has appeared in internationally renowned journals, for instance, Academy of Management Journal, Journal of Applied Psychology, Personnel Psychology, and Organizational Behavior and Human Decision Processes.

Elijah X. M. Wee is an Assistant Professor of Management in the Foster School of Business at University of Washington. He received his Ph.D. from University of Maryland. He examines the conditions that disrupt hierarchies in organizations and its downstream consequences. He studies social hierarchies, employee creativity, and inclusion in organizations. He has published in top-tier management journals and received recognition for his research, including the Williams A. Owens Scholarly Achievement Award, and the S. Rains Wallace Dissertation Award.

Anthony R. Wheeler is Dean of the School of Business Administration and Professor of Management at Widener University. He completed his Ph.D. in Industrial-Organizational Psychology at the University of Oklahoma and is known for his research in employee turnover and retention. He has published peer-reviewed research in outlets such as Journal of Applied Psychology, Journal of Management, and Journal of Organizational Behavior. He recently published a book that examines the future of HRM in an age of automation, artificial intelligence, and machine learning.

Huadong Yang is a Reader at the Management School, University of Liverpool in the UK. His current research interests are on HRM process, in particular, on HRM strength, HRM implementation by line managers, and employee HRM sense-making. His work has appeared in journals such as Human Resource Management (Wiley), the International Journal of HRM, and Journal of Organizational Behavior. He is one of the Associate Editors of the International Journal of HRM and sits on the Editorial Boards of Human Resource Management and Human Resource Management Journal.