New Frontiers in HR Practices and HR Processes: evidence from Asia

Abstract

Research on the relationship between human resource management (HRM) and organizational outcomes has mainly been studied at the organizational level so far. However, HRM scholars acknowledge that employees are the foundation of organizations, and they play an important role in the effect of HRM on employee and organizational outcomes. While research on HR content focuses on the effects of HR practices, HR process research considers how employee perceptions and attributions of HR influence organizational outcomes. In the special issue of New Frontiers in HR Practices and HR Processes: Evidence from Asia, we focus on emerging research in the Asian region, especially China and Pakistan regarding the role of employees, also known as the micro‐foundations of HR research, in terms of both HR content and HR process. In this Introduction of the special issue, we review the current state‐of‐the‐art studies in both research streams and highlight further research questions. We outline how the papers in this special issue advance our knowledge for the Asian region and we also call for more Asian region HR practice and HR process studies in the future.

Human resource flexibility and employee creativity: the roles of perceived HR strength, career satisfaction, and employer brand

“…the cue-providing context) and career satisfaction as the result of individual interpretations of HRM-related cues (a form of HR attribution), and demonstrates that they play a serial mediating role in the influence of HR flexibility on employee creativity. Perceived HR strength and HR attribution are two main research streams in HR process research (Sanders et al 2022), and they are integrated into the influence of HR flexibility on employee creativity in this study by using SIP theory. Thus, employing SIP theory in this study provides a more comprehensive and in-depth understanding of the mechanisms through which HR flexibility influences individual-level employee outcomes from an HR process perspective.…”

“…However, there is limited research that specifically examines the impact of HR flexibility on employee outcomes (Luu 2019(Luu , 2021. This lack of emphasis on employee outcomes is problematic because employees play a crucial role in mediating how HRM practices affect organizational outcomes (Sanders et al 2022), and employee outcomes serve as the foundation for organizational outcomes. According to SIP theory, cues in the immediate work environment shape employees' perceptions and interpretations of them, and ultimately influence employees' attitudes and behaviors (Kitt and Sanders 2024;Salancik and Pfeffer 1978).…”

Empowering Educational Institutions: The Synergy of Green HR Practices and Employee Wisdom for Elevated Workplace Wellbeing

“…Similarly, wellness programs can focus on fostering a healthy work-life balance, promoting physical health, and addressing mental health concerns in the workplace. Training programs might focus on specific skills such as environmental auditing, lifecycle analysis, or the implementation of sustainable technologies, while wellness initiatives could encompass stress management techniques, physical fitness routines, or mindfulness practices (Sanders et al, 2022).…”

Fundamental of theories on human resource quality improvement in the universities and lesson learned

“…As asserted by Hung (2016), humans are not only the goal but also the driving force behind the advancement of all organizations, with HR development assuming increasing significance. Scholars and researchers have long been intrigued by the notion of enhancing HR quality, recognizing its pivotal role in contributing to national development across various sectors (Asif et al, 2024;Bleijenbergh et al, 2021;Cascio & Boudreau, 2016;Kiran et al, 2023;Sanders et al, 2022). This growing attention underscores the necessity of augmenting HR capabilities to meet the evolving demands of contemporary society.…”