International experience, attitudes toward women and the adoption of supportive HR practices

被引：5

作者：

Biswas, Kumar ^{[1
]}

Boyle, Brendan ^{[2
]}

Mitchell, Rebecca ^{[3
]}

机构：

[1] Federat Univ Australia, Federat Business Sch, Management, Ballarat, Vic, Australia

[2] Univ Newcastle, Callaghan, NSW, Australia

[3] Macquarie Univ, Management, N Ryde, NSW, Australia

来源：

ASIA PACIFIC JOURNAL OF HUMAN RESOURCES | 2020年 / 58卷 / 01期

关键词：

anticipated affective reaction; attitudes towards women as managers; international experience; supportive HR management policies and practices; HUMAN-RESOURCE MANAGEMENT; TOP MANAGEMENT; PLANNED BEHAVIOR; ANTICIPATED AFFECT; FIRM PERFORMANCE; GENDER DIVERSITY; MODERATING ROLE; UPPER ECHELONS; MODELS; STRATEGIES;

D O I：

10.1111/1744-7941.12218

中图分类号：

F24 [劳动经济];

学科分类号：

020106 ; 020207 ; 1202 ; 120202 ;

摘要：

Underpinned by upper echelons theory, this study examines a mediated model to understand the link between human resource (HR) managers' international experience and the adoption of supportive HR practices, and whether their attitudes towards women as managers and anticipated affective reactions mediate this link. Structural equation modelling based on a sample of 183 organisations in Bangladesh reveals that HR managers' international experience has both direct and indirect effects on theadoption of supportive HR practices. Our findings indicate that the extent to which supportive HR practices are implemented in the organisation is contingent upon the cognitive and affective evaluation of managers' attitudes towards the initiative of a gender-balanced top management team. Therefore, our study offers novel contributions to our understanding of how HR mangers' attitudes shape the adoption of supportive HR practices in organisations.

引用

页码：66 / 84

页数：19

共 79 条

[11]

[Anonymous], 1970, INTRO PSYCHOL MEASUR

[12] CREATING READINESS FOR ORGANIZATIONAL-CHANGE [J].

ARMENAKIS, AA ;

HARRIS, SG ;

MOSSHOLDER, KW .

HUMAN RELATIONS, 1993, 46 (06) :681-703

[13] THE MODERATOR MEDIATOR VARIABLE DISTINCTION IN SOCIAL PSYCHOLOGICAL-RESEARCH - CONCEPTUAL, STRATEGIC, AND STATISTICAL CONSIDERATIONS [J].

BARON, RM ;

KENNY, DA .

JOURNAL OF PERSONALITY AND SOCIAL PSYCHOLOGY, 1986, 51 (06) :1173-1182

[14] Multinational enterprises and industrial relations: A research agenda for the 21st century [J].

Bartram, Timothy ;

Boyle, Brendan ;

Stanton, Pauline ;

Burgess, John ;

McDonnell, Anthony .

JOURNAL OF INDUSTRIAL RELATIONS, 2015, 57 (02) :127-145

[15]

Beechler S., 2007, Advances in international management: The global mindset, P131

[16]

Bhaskar-Shrinivas P, 2005, ACAD MANAGE J, V48, P257, DOI 10.2307/20159655

[17] A mediated model of the effects of human resource management policies and practices on the intention to promote women: An investigation of the theory of planned behaviour [J].

Biswas, Kumar ;

Boyle, Brendan ;

Mitchell, Rebecca ;

Casimir, Gian .

INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT, 2017, 28 (09) :1309-1331

[18]

Boxall P, 2011, J MANAGE STUD, V48, P1504, DOI [10.1111/j.1467-6486.2010.00973.x, 10.1111/J.1467-6486.2010.00973.X]

[19] Upper echelons research revisited: Antecedents, elements, and consequences of top management team composition [J].

Carpenter, MA ;

Geletkanycz, MA ;

Sanders, WG .

JOURNAL OF MANAGEMENT, 2004, 30 (06) :749-778

[20] Top management teams, global strategic posture, and the moderating role of uncertainty [J].

Carpenter, MA ;

Fredrickson, JW .

ACADEMY OF MANAGEMENT JOURNAL, 2001, 44 (03) :533-545

← 1 2 3 4 5 6 7 8 →