Asia Pacific Journal of Human Resources

Given turbulent economic times, the concept of employee resilience is receiving increasing attention in many organisations. This paper brings the discussion of employee resilience into the field of human resource management ( HRM ). We explore the foundations of resilience in theories of positive psychology and the conservation of resources ( COR ); we discuss its relevance for HRM and develop a set of testable hypotheses to guide future research. The first key finding of this paper is that the concept of resilience can be developed from strong theoretical foundations. Second, a coherent set of resilience‐enhancing HR practices have the potential to contribute to employees’ psychological capital, attitudes and behaviour, and to organisational performance not only in turbulent circumstances but also during periods of relative calm. Given the theoretical framing, formal resilience training should be viewed as a single component of a broader, coherent set of resilience‐enhancing HR practices.

E Anne Bardoel

Trisha Michelle Pettit

Helen De Cieri

Lindsay McMillan

Employee resilience: an emerging challenge for <scp>HRM</scp>

员工韧性：人力资源管理面临的新挑战

ABSTRACT Thriving at work has gained considerable research attention over the past decades. This study aimed to systematically unpack the knowledge of the past, present, and future of thriving at work by using bibliometric analysis. Following the PRISMA protocol, this study assesses 281 peer‐reviewed papers published between 2005 and 2024. Results are as follows: (1) We identify the prominent authors, significant publications, top countries, leading affiliations, and journals in thriving at work. (2) Six clusters (i.e., work–family enrichment, career commitment, servant leadership, challenge stressors, job satisfaction, and psychological capital) are identified based on the keywords that map the emergent core themes via content analysis. (3) Based on the job demands–resources model, we map a detailed framework of thriving at work about its antecedents, moderators, and outcomes. (4) We propose prospective directions for future research using the TCCM (Theory, Context, Characteristics, Method) framework.

Yuan Liang

Tung‐Ju Wu

Ziqiong Zhang

Yushu Wang

A Systematic Review of Thriving at Work: A Bibliometric Analysis and Organizational Research Agenda

工作繁荣的系统综述：文献计量分析与组织研究议程

Previous research on the association between organizational emotional capability and organizational innovation still stays in the conceptual framework stage with inadequate empirical studies. According to affective events theory, this study proposed and examined a multiple mediated moderation model of how emotional capability affects innovation performance. Based on matched multi‐source surveys of R&amp;D department managers and employees and employees in 435 Chinese high‐tech innovating firms, we found that organizational commitment and organizational learning acted as mediators on the relationship between organizational emotional capability and innovation performance, external environmental dynamics moderated the relationship between emotional capability and commitment, external environmental competitiveness moderated the relationship between organizational commitment and learning, and environmental dynamics and competitiveness have a positive joint moderating effect on the relationship between emotional capability and organizational commitment. The findings of this study make essential contributions to the research of organizational capability and innovation in dynamic and competitive environments.

Rui Sun

Shu Wen Li

Wei Liu

Linking organizational emotional capability to innovation performance in high‐tech innovating firms

将组织情感能力与高科技创新企业的创新绩效联系起来

To achieve sustainable development, research has indicated that organizations and individuals should be aware of the significance of sustainable human resource management (HRM) practices. However, relatively little research has investigated individual outcomes. This study links sustainable HRM practices with an important individual outcome: career growth. Using social cognitive career theory, this study investigated psychological capital and career growth as beneficial outcomes of sustainable HRM practices, proposing person–organization (P‐O) fit as a key boundary condition. Based on time‐lagged survey data collected from a Chinese company, the study found that sustainable HRM practices could significantly promote psychological capital and career growth. Moreover, P‐O fit magnified the beneficial impact of sustainable HRM practices on psychological capital while further moderating the mediating effect of psychological capital. When P‐O fit was high, the effects of sustainable HRM practices on psychological capital and career growth were stronger. In addition, we discussed theoretical contributions and practical implications.

Bao Cheng

Xiaotong Yu

Yun Dong

Chong Zhong

Promoting employee career growth: the benefits of sustainable human resource management

促进员工职业成长：可持续人力资源管理的益处

Following social cognitive theory, the current study investigated the impact of artificial intelligence (AI) on employees' productivity in the healthcare sector. AI significantly facilitates the management of hospitals to vigilantly assess employees’ productivity and accurately analyze employees' characteristics, such as attitude, emotion and behavior. With the underlying mechanism of employee mental health and well‐being, and knowledge sharing, the study has considered beneficial and harmful perspectives of AI in the workplace. The study also hypothesizes the important moderating role of technological leadership. The data was collected from 184 doctors in Pakistan's major hospitals. Partial least squares (PLS) results support a direct relationship between AI and employee productivity. The findings also supported the underlying mechanism of knowledge sharing and mental health and well‐being in the relationship between AI and employee productivity. However, the technological leadership moderating effect was found to be insignificant. It opens an important avenue for this further research and future directions.

Fatima Shaikh

Gul Afshan

Rana Salman Anwar

Zuhair Abbas

Khalil Ahmed Chana

Asia Pac J Human Res

Analyzing the impact of artificial intelligence on employee productivity: the mediating effect of knowledge sharing and well‐being

分析人工智能对员工生产力的影响：知识共享和福祉的中介效应

ABSTRACT Employee green behavior is a necessary condition for organizations to achieve sustainable success. Drawing upon self‐determination theory, this paper thoroughly investigates the mechanism through which a synergistic combination of multiple antecedents’ influences employee green behavior via qualitative comparative analysis. The findings reveal that no single factor constitutes a necessary condition for high employees' green behavior. However, organizational identification and green self‐efficacy play crucial roles in fostering such behaviors. We identify three equivalent pathways for promoting employees' green behavior, namely, “synergistic internal and external environmental orientation,” “psychological climate driven by organizational identity,” and “internal environmental orientation under environmental regulation.” Furthermore, this study uncovers the complementary nature of organizational identity and employee self‐efficacy, as well as the substitutability of internal and external environmental orientation. These findings suggest that organizations should focus on fostering a strong organizational identity and enhancing employees' self‐efficacy while maintaining a balance between internal and external environmental orientations to effectively promote green behavior among employees.

Yue Yang

Guoqian Xi

Qi Chen

Liming Zhang

Changbiao Zhong

The Joint Impact of Organizational and Individual Factors on Employees' Green Behavior

组织与个人因素对员工绿色行为的共同影响

ABSTRACT Despite the burgeoning literature on leadership and employees' feedback‐seeking behaviors, research linking contemporary leadership styles and feedback seeking is still limited. Our study examines the role of humble leadership on employees' feedback‐seeking behaviors. Based on data from 172 leader‐follower dyadic pairs, our results show that humble leadership has a positive effect on feedback‐seeking behaviors via employees' affective trust in the leader when the mediating effects of psychological safety and cognitive trust were controlled. Furthermore, the overall mediation effect of affective trust is strengthened by higher levels of employees' perceived human resource management strength. Theoretical and practical implications are discussed.

Jianfeng Jia

Yuyan Zheng

Yuxin Jiao

Humble Leadership and Employee Feedback Seeking: The Role of Affective Trust in the Leader and Perceived Human Resource Management Strength

谦逊领导与员工反馈寻求：领导情感信任与感知人力资源管理强度的作用

ABSTRACT Job applicants often find themselves stuck in a dilemma when asked about their private information during interviews. In line with the consensus of both the privacy literature and conventional wisdom, applicants tend to answer such questions as they worry about the negative effects of rejection and are motivated to enhance their employment opportunities. In this research, we challenge this belief. Drawing on person–environment fit theory, we argue that for privacy‐sensitive jobs, interviewers tend to perceive applicants as having a higher level of person–job fit if they refuse to answer privacy‐related questions. We test these propositions with three experiments among experienced interviewers from the United States (Study 1) and China (Studies 2 and 3). Across all three studies, we find that when applying for jobs with high privacy concerns, applicants are perceived to match such jobs better if they refuse to answer privacy‐invasive questions. We discuss the implications of these results for privacy in the selection process.

Wanlu Li

Luyuan Jiang

Chen Chen

Yuewei Yao

Xin Qin

To Answer or to Refuse? Investigating the Effect of Refusal to Answer Privacy‐Invasive Question on Applicants' Perceived Hireability

回答还是拒绝？探究拒绝回答侵犯隐私问题对申请人感知可雇性的影响

Russell Lansbury

Retiring: Creating a Life That Works For YouBy Teresa M.Amabile, LotteBailyn, MarcyCrary, Douglas T.Hall and Kathy E.Kram, London and New York: Routledge, 2025

退休：创造适合你的生活——特蕾莎·M·阿马比尔、洛蒂·贝林、玛西·克雷、道格拉斯·T·霍尔和凯西·E·克拉姆著，伦敦和纽约：劳特利奇出版社，2025年

ABSTRACT Grounded on the transactional theory of stress, this study seeks to establish a theoretical framework that simultaneously investigates the benefits and costs of sustainable human resource management (HRM) in developing employee resilience through the parallel paths of challenge–hindrance appraisal. Also, this study investigates the moderation role of trait mindfulness on the sustainable HRM–employee resilience link. We collected three‐wave data from 348 employees in Shenzhen, Changsha, and Wuhan in China. Our results have acknowledged that there are two countervailing pathways linking sustainable HRM to employee resilience: a positive path via challenge appraisal and a negative path via hindrance appraisal. Additionally, we elucidated that trait mindfulness buffers the negative indirect effect of sustainable HRM on employee resilience via hindrance appraisal. Interestingly, we failed to verify the strengthening effect of trait mindfulness on the link between sustainable HRM and challenge appraisal.

Danping Shao

Yang Ji

Ruyi Zhou

Tingting Liu

Unpacking the Mixed Influences of Sustainable Human Resource Management on Employee Resilience: Effects of Challenge–Hindrance Appraisal and Trait Mindfulness

解构可持续人力资源管理对员工韧性的混合影响：挑战-阻碍评估和特质正念的作用

Abbreviation	Asia Pac J Human Res
Journal Impact	3.91
Quartiles(Global)	MANAGEMENT(Q2)

ISSN	1038-4111, 1744-7941
h-index	42

Publication Information	Publisher: Wiley-Blackwell，Publishing cycle: ，Journal Type: journal，Open Access Journals: No
Basic data	Year of publication: 2007，Proportion of original research papers: 90.91%，Self Citation Rate:7.70%， Gold OA Rate: 12.39%

Asia Pacific Journal of Human Resources

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Employee resilience: an emerging challenge for HRM