Kaifeng Jiang

Peking University | PKU · Guanghua School of Management

Although time is an essential component of the relationships between human resource (HR) systems and their antecedents and consequences, strategic human resource management (SHRM) research has been long criticized for not paying enough attention to the role of time in theory development and research design. To evaluate how the time issue has been a...

In response to a financial crisis, many organizations adjust their pay systems to reduce labor costs. In this research, we focus on the use of delayed pay (the postponement of employees' contractual compensation) and examine its effect on employee voluntary turnover outcomes. In a field study (Study 1) with data collected from the executive manager...

Budd, Pohler, and Huang's (Industrial Relations: A Journal of Economy and Society 2022) proposed a theory of (mis)matched frames of reference to explain how managers’ and employees’ frames of reference regarding employment relationships may influence the use of human resource (HR) practices and help to explain the HR outcomes and conflicts observed...

Research on retirement decisions has invited studies to examine how personal, work-related, and environmental factors interplay to affect older workers’ retirement decisions. Drawing upon the person-environment fit framework, we proposed a negative relationship between high-involvement work practices (HIWPs) and older workers’ retirement intention....

The topic of green human resource management (HRM) has drawn increasing attention of HRM scholars in the past decade. Recent research has called for more studies to identify the antecedents of green HRM used in organizations and explore the mediating mechanisms through which green HRM is related to performance outcomes. This study represents an eff...

Colquitt et al. (Journal of Applied Psychology, 2000, 85, p. 678) integrative theory based on meta-analysis and model testing has served as the foundation for our understanding of training motivation. However, the applicability of the theory today may be limited for several reasons. There has been significant growth in training motivation research...

Organizational leaders are eager to unlock the creative potential of followers. Yet, there is growing evidence that creativity can also have a dark side within organizations. Building on research linking creativity and unethical behavior, we develop the construct of creative unethicality—behavior that is both unethical and novel. We draw on social...

The science–practice gap has been recognized as a grand challenge for management scholars in the 21st century. Despite the generation of a considerable amount of knowledge, which is clearly relevant to practice, the science–practice gap continues to persist. We challenge past notions that areas of management have not sufficiently developed to be pr...

This special issue is devoted to Professor David P. Lepak, who passed away on December 7, 2017. The special issue is meant to honor Professor Lepak’s (or affectionately called Dave among his close friends and peers) intellectual contribution to the field of human resource management (HRM) and his academic influence on many of us who study HRM-relat...

Strategic human resource management (HRM) research considers HRM systems a potential source of competitive advantage due to their positive effects on performance outcomes. However, previous research has not paid enough attention to how peer companies' use of HRM systems is associated with the adoption and the effects of HRM systems of a focal compa...

The informal institutions construct has not been well understood in prior research. We contribute to the informal institutions literature by developing a generalized two-by-two conceptualization of institutions that juxtapose the dimension of behavioral uncertainty versus environmental uncertainty and the dimension of informal institutions versus f...

Strategic human resource management (HRM) research considers HRM systems a potential source of competitive advantage due to their positive effects on performance outcomes. However, previous research has not paid enough attention to how peer companies’ use of HRM systems is associated with the adoption and the effects of HRM systems of a focal compa...

This study introduces the construct of human resource practice salience (HR salience) and examines it as a moderator in the HR practices–employee outcomes relationships. In Study 1, we used a policy-capturing approach to examine how 118 graduate students reacted to three HR practices depending on the salience of the practices. Based on this sample,...

Extant diversity climate research has been based primarily upon the Interactional Model of Cultural Diversity (IMCD). While prior research has supported the beneficial effects of pro-diversity climates (i.e., work environments that employees view as fair and socially integrative of all personnel) on worker attitudes and behaviors, less is known abo...

Human resource management (HRM) professionals use the term “strategic human resource management” to convey their thinking that effective strategic HRM contributes to business effectiveness. While many HRM scholars have this understanding of what “strategic HRM” means, the meaning of this term has varied across time, between cultural contexts, and a...

Several psychologists posit that performance is not only a function of personality but also of situational contexts, such as day-level activities. Yet in practice, since only personality assessments are used to infer job performance, they provide a limited perspective by ignoring activity. However, multi-modal sensing has the potential to character...

The Tesserae project investigates how a suite of sensors can measure workplace performance (e.g., organizational citizenship behavior), psychological traits (e.g., personality, affect), and physical characteristics (e.g., sleep, activity) over one year. We enrolled 757 information workers across the U.S. and measure heart rate, physical activity, s...

The ubiquitous use of social media enables researchers to obtain self-recorded longitudinal data of individuals in real-time. Because this data can be collected in an inexpensive and unobtrusive way at scale, social media has been adopted as a “passive sensor” to study human behavior. However, such research is impacted by the lack of homogeneity in...

Assessing performance in the workplace typically relies on subjective evaluations, such as, peer ratings, supervisor ratings and self assessments, which are manual, burdensome and potentially biased. We use objective mobile sensing data from phones, wearables and beacons to study workplace performance and offer new insights into behavioral patterns...

The proliferation of sensors allows for continuous capturing an individual's physical, social, and environmental contexts. We apply machine learning to sensor-collected data to analyze and predict personality, a factor known to influence job performance. Based on our work in Tesserae project, an ongoing study of 757 workers in multi-companies, we p...

The Tesserae project investigates how a suite of sensors can measure workplace performance (e.g., organizational citizenship behavior), psychological traits (e.g., personality, affect), and physical characteristics (e.g., sleep, activity) over one year. We enrolled 757 information workers across the U.S. and measure heart rate, physical activity, s...

Drawing upon socioanalytic theory of personality, we hypothesize and test inverted U-shaped relationships between team members' assertiveness and warmth (labeled as the "getting ahead" and "getting along" facets of extraversion) and peers' reactions (i.e., advice seeking by peers and peer liking, respectively) that, in turn, predict members' emerge...

Work teams have become an essential part of organizations, but how implementation of work teams influences performance outcomes over time still remains unclear. This study aims to explore this issue by examining implementation of high-performance work teams (HPWTs) in a manufacturing context. We draw upon team development and adaptation literature...

In this study, we identify leader humility, characterized by being open to admitting one’s limitations, shortcomings, and mistakes, and showing appreciation and giving credit to followers, as a critical leader characteristic relevant for team creativity. Integrating the literatures on creativity and leadership, we explore the relationship between l...

Recent years have witnessed significant growth in the field of strategic HRM. This article summarizes the literature in this field by conducting a meta-review, a review of the reviews that have covered various topics of strategic HRM. In doing so, the authors highlight theoretical frameworks and empirical findings of studies in the field over the p...

HRM systems are an organization-level construct that affect outcomes at the firm, unit, and individual levels of analysis. The multilevel nature of the field creates a need for both theoretical and empirical modeling that cuts across levels to effectively understand the linkages between HRM systems and various operational and financial performance...

This is an extensive annotated bibliography that may be useful to scholars who are interested in a broad overview of the field of strategic human resource management. The bibliography is available at: http://www.oxfordbibliographies.com/view/document/obo-9780199846740/obo-9780199846740-0034.xml?rskey=rwhrxg&result=93#obo-9780199846740-0034-div1-000...

Drawing on the componential theory of creativity, social cognitive theory, and prosocial motivation theory, we examined intrinsic motivation, creative self-efficacy, and prosocial motivation as distinct motivational mechanisms underlying creativity. Results from a meta-analysis of 191 independent samples (N = 51,659) documented in the relevant lite...

Driven by fierce global competition, flatter organizational structures and the growing complexity of tasks, boundary spanning behavior (BSB) in externally dependent work teams has increasingly been emphasized in both theory and practice. The current study aims to answer the questions of whether, when and how an individual?s BSB impacts his or her t...

Prior research has demonstrated that service climate can enhance unit performance by guiding employees’ service behavior to satisfy customers. Extending this literature, we identified ethical climate toward customers as another indispensable organizational climate in service contexts and examined how and when service climate operates in conjunction...

This article uses strategic human resource management theory to consider the ways in which volunteers can potentially enhance hospital patient satisfaction. Results of a structural equation modeling analysis of multi-source data on 107 U.S. hospitals show positive associations between hospital strategy, volunteer management practices, volunteer wor...

Strategic HRM researchers have increasingly adopted an employee perspective to understand the influence of HR practices on employee outcomes and have called for studies to explain variability in employees' perceptions of HR practices. To address this research need, we used the social information processing perspective to examine the contextual infl...

The strategic human capital literature indicates the importance of human capital to work unit performance. However, we argue that human capital only aids performance when it is translated into actions beneficial to the unit. We examine a set of common human capital leveraging characteristics (including the use of extended shifts, night shifts, shif...

Research has uncovered mixed results regarding the influence of overqualification on employee performance outcomes, suggesting the existence of boundary conditions for such an influence. Using relative deprivation theory (Crosby, 1976) as the primary theoretical basis, in the current research, we examine the moderating role of peer overqualificatio...

We conducted two studies to investigate the contingent role of regional human capital quality (i.e., the knowledge, skills, and abilities of the collective workforce in a region) in the relationship between firm-level human resource (HR) practices (i.e., practices focusing on employees' human capital development) and firm performance in China. Draw...

This symposium proposal aims to reinvigorate the investigation of the role of formal HRM functions in strategic HRM (SHRM) research. The majority of recent SHRM research has investigated the influence of various sets of HRM practices on firm performance independent of the formal HRM function (e.g., HR departments and HRM personnel). In fact, some o...

Using an eight-year longitudinal survey, this study investigates the stability– change paradox in human resource (HR) systems by examining how patterns of change in high-performance work systems (HPWS) relate to innovation and financial performance of organizations. The contingency perspective suggests that such change constitutes beneficial flexib...

Research has uncovered mixed results regarding the influence of overqualification on employee performance outcomes, suggesting the existence of boundary conditions for such an influence. Using relative deprivation theory (Crosby, 1976) as the primary theoretical basis, in the current research, we examine the moderating role of peer overqualificatio...

This study theorized and examined the influence of the interaction between Service-Oriented high-performance work systems (HPWSs) and service leadership on collective customer knowledge and service climate. Using a sample of 569 employees and 142 managers in footwear retail stores, we found that Service-Oriented HPWSs and service leadership reduced...

The field of strategic human resource management (HRM) has a long and rich tradition. As a prelude to our description of the field's history, we provide an expansive definition of strategic HRM scholarship and offer an aspirational framework for strategic HRM scholarship that captures the multidisciplinary nature of the field. We then systematicall...

The present study utilized sexual harassment, organizational climate, and engagement theories to articulate a process model of how perceived anti–sexual harassment practices and sexual harassment incidents relate to affective commitment and intentions to stay. The authors hypothesized that perceived anti–sexual harassment practices and sexual haras...

To answer the call of introducing more Bayesian techniques to organizational research (e.g., Kruschke, Aguinis, & Joo, 2012; Zyphur & Oswald, 2013), we propose a Bayesian approach for meta-analysis with power prior in this article. The primary purpose of this method is to allow meta-analytic researchers to control the contribution of each individua...

The present study utilized sexual harassment, organizational climate, and engagement theories to articulate a process model of how perceived anti– sexual harassment practices and sexual harassment incidents relate to affec-tive commitment and intentions to stay. The authors hypothesized that perceived anti–sexual harassment practices and sexual har...

Gene expression profiles for intervertebral disc (IVD) cells treated with different osmolarities were compared to identify key genes associated with intervertebral disc diseases. Microarray data was downloaded from Gene Expression Omnibus (GEO) database and pre-processed using package of R. Gene co-expression was determined with Pearson correlation...

Although the number of firms adopting corporate volunteerism programs is rising steadily, very few firms are assessing the benefits of such programs on target groups, such as employees and nongovernmental organizations (NGOs), and identifying the conditions under which benefits to the various groups are maximized. This study addresses both by exami...

Following the idea that employees perceive and react to HRM stimuli in different ways, strategic human resource management (HRM) research is increasingly examining employee perceptions of HRM and explaining why employees differ in how they perceive the presence, value or rationale of HRM practices. This symposium intends to explain why employees di...

Drawing on the componential theory of creativity and social cognitive theory, this study examined intrinsic motivation and self-efficacy as distinct motivational mechanisms underlying creativity. Results, based on a meta-analysis of the relevant literatures and 103 independent samples (N = 27,037), revealed that with extrinsic motivation controlled...

The main objective of the present research is to briefly review the strategic human resource management (HRM) literature from multilevel theoretical perspectives to summarize what we know about mediating mechanisms in the HR–performance relationship. By doing so, we highlight future research needs to advance theoretical understanding of the ‘black...

Service climate captures employees' consensual perceptions of organizations' emphasis on service quality. Although many studies have examined the foundation issues and outcomes of service climate, there is a lack of a comprehensive model explicating the antecedents, outcomes, and moderators of service climate. The current study fills this void in t...

Drawing on the ability-motivation-opportunity model, this meta-analysis examined the effects of three dimensions of HR systems-skills-enhancing, motivation-enhancing, and opportunity-enhancing-on proximal organizational outcomes (human capital and motivation) and distal organizational outcomes (voluntary turnover, operational outcomes, and financia...

The present meta-analytic study introduces an overall model of the relationships between job embeddedness and turnover outcomes. Drawing on 65 independent samples (N = 42,907), we found that on-the-job and off-the-job embeddedness negatively related to turnover intentions and actual turnover, after controlling for job satisfaction, affective commit...

Strategic human resource management researchers have strongly advocated a system perspective and provided considerable evidence that certain systems of human resource practices have a significant impact on individual and organizational performance. Yet, challenges of understanding the construct of human resource systems still remain in the literatu...

The article discusses human resource management systems. Research into strategic human resource management often focuses on the entirety of the practices involved rather than each individual unit and how those units work together. There are different levels within a human resources with the highest being the system level, then the human resources a...