In explaining the effectiveness of a human resource (HR) system within an organization, scholars have turned their attention to HR attributions, which capture employees' perceptions about the intentions behind their organization's HR practices, and have demonstrated that an HR system's content...

Algorithms might prevent prejudices and increase objectivity in personnel selection decisions, but they have also been accused of being biased. We question whether algorithm‐based decision‐making or providing justifying information about the decision‐maker (here: to prevent biases and...

The debate on convergence versus divergence or stasis in human resource management (HRM) practices over time is still ongoing. We look at configurations of organisations' personnel selection practices and empirically analyse the role of geographic, cultural and regulatory institutional distance...

Purpose – This paper aims to analyze the differences between assigned expatriates (AEs) and self‐initiated expatriates (SEs) in management and executive positions. The basic research question is how far SEs and AEs differ with respect to their reasons for working internationally and...

Purpose – The paper aims to establish the position that discrete work tasks, rather than entire jobs, are the most useful level of analysis of age differences in work motivation. Design/methodology/approach – A total of 189 workers (aged 18‐65 years) from production and office jobs in the...

While a positive relationship between corporate social responsibility (CSR) and employee outcomes has been widely researched, most studies have been conducted in a Western context and for white-collar employees. Thus, little is known about Chinese blue-collar workers' reactions to CSR. In two...