The traditional view in human resource management often focuses on individual employees managing their family demands, often seeing these demands as detrimental and a source of work-family conflict (WFC). A study from a team of American and Chinese researchers challenged this paradigm by introducing the concept of family demands diversity. Family demands diversity refers to […]
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Population aging is a significant global phenomenon. The result is an aging and age-diverse workforce where multiple generations must work together effectively. Human Resource Management (HRM) practices play a key role promoting successful aging at work by encouraging and enabling older workers to proactively maintain or recover high levels of ability and the motivation to […]
Glassdoor and Kununu are leading examples of online platforms that offer current and former employees the opportunity to review their employers. Employer reviews can influence millions of potential employees as a large percentage of job seekers consult such platforms before applying. How should employers respond to such reviews, given their extensive reach? One option, of […]
Read More… from Responding to Online Employee Reviews Shows You Care
Neurodivergent diagnoses, from attention deficit hyperactivity disorder (ADHD) and autism to mental illness challenges, are rapidly increasing. While organizations are making efforts to welcome neurodivergent individuals as employees, there remains a significant disparity in their labour force participation compared to their neurotypical counterparts. One UK study focuses on the in-work experience of neurodivergent employees, exploring […]
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The wage gap between men and women and the underrepresentation of women in senior leadership roles have been well-documented. One study introduces a new approach to exploring gender disparity in the workplace: the knowledge, skills, and abilities (KSAs) required to perform a job. Knowledge refers to the information acquired through academic studies or formal training. […]
Read More… from Women Given Jobs with Less Work Requirements Undermining Career Prospects
Mental health concerns among employees are increasingly common, affecting a significant portion of the workforce, with estimates suggesting as many as 65% believe these concerns interfere with their jobs. Disclosing one’s mental health concerns is a critical step to accessing organizational help. However, many employees are reluctant to disclose the issues they are dealing with, […]
Read More… from Supporting Mental Health Disclosure Helps Employees and their Organizations
Compressed work schedules, such as full-time, 4-day weeks, are viewed as solutions for enhancing work-life balance and increasing full-time female labour participation. A Ghent University study shows that many employees can find the compressed schedules appealing but not for the expected reasons. These findings emerged from the study’s focus on how autonomy, career, and personal […]
Read More… from The Unexpected Reasons Employees Choose 4-Day Work Week Options
“Quiet quitters” are employees who do their jobs, but don’t go the extra mile. They don’t work overtime, or look for extra work, or voluntarily take on additional responsibilities, tasks, or roles. Quiet quitters are often seen as a monolithic group of people who look out for themselves and do the minimum at work to […]
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In addition to traditional static, job-oriented, high-performer talent management initiatives and programs, companies should approach talent management through a skills-matching perspective focused on aligning individual skills with organizational goals and strategies. A study based on in-depth interviews with 34 senior HR leaders from eight countries including Singapore, China, the United States and several European countries […]
Read More… from Talent Management Focused on Skills Leads to Strategically Agile Companies
Women are still a minority in many male-dominated professions, such as engineering and technology, as well as being a minority in leadership positions in most industries. Past studies have shown that women in these industries have a difficult time exerting the same influence in their organizations. One reason often cited is that women don’t appear […]
Read More… from Why Self-Confident Women Have Less Influence than Self-Confident Men
