Under the wave of globalization and the impetus from information technology such as AI and Industry 4.0, organizations and the thinking of human resource management as well as optimum practice must be advanced accordingly so as to face mercurial business environment. How to effectively encourage subordinates, guide the employees, run a team and improve the outcome of human resource management have become the biggest issue and challenge for both the academic and business field in this ever-changing world. Therefore, the Journal of Management and Business Research launched the special edition of “New Thinking on Organizational Behavior and Human Resource Management”, inviting scholars from related fields to put forth original theories or empirical papers. This time 51 papers were accepted (the acceptance rate of special edition is 7.84%), and four papers in total were selected to be published after 72 reviewers had carefully studied the whole papers and given suggestions. We deeply express our gratitude towards each author for their submission, as well as towards each reviewer for their diligent instruction, so that the special edition can go to press smoothly. We believe that this special edition will definitely contribute to the management practice and the literature in related fields.
The first paper of this special edition is "It Helps Leaders, but Harms Followers: An Experience Sampling Study of Work-Family Interference and Smartphone Use in Leader-Follower Dyads". Using resource drain theory and work-family border theory, this study examines whether leaders' daily family-work conflict (FWC) is related to their daily work-related smartphone use after work, with data collection by experience sampling. The results indicate that leaders' reaction to FWC is to use work-related smartphones after work to compensate for their absence during normal working hours. Furthermore, the results suggest that leader daily work-related smartphone use, a means of coping with their FWC problem, strengthened the positive impact of followers' daily work-related smartphone use on daily work engagement after work, which in turn had a ripple effect on follower's WFC.
The second paper is "Calling and Organizational Commitment: A Moderated Mediation Model of Career Commitment and Person-Organization Fit". This paper mainly tries to explore the concept and mechanism of calling, and it proposes a moderated mediationmodelto examine this mechanism. Data from Taiwan indicates that calling has an impact on employees' career commitment and then it influences employees' organizational commitment. Meanwhile, calling has a significant effect on affective and normative commitment rather than on continuance commitment.In addition, person-organization fit(P-O fit)moderates the relationship between calling and career commitment, and that could lead to better affective and normativecommitment.
The third paper is "Knowing-doing-desirability Gap Exists? Exploring the Impact of Recruitment Information Disclosure on Applicant and Newcomers' Organizational and Job Related Perceptions". This study explores the outcome of recruitment information disclosure in Taiwan with two separate studies. In study 1, companies attending on-campus career fair are research targets. Based on previous literature, recruiting brochures and conversations with recruiters, the findings show that a doing-desirability gap existed because the companies seem not to disclose enough of the information expected by applicants. In study 2, supervisors and newcomers are test samples. The results indicate that the relationship between recruitment information completeness and newcomers' intention to quit is mediated by perceptions of information credibility, met expectation, and job embeddedness.
The fourth paper is "Institutionalized Socialization Tactics and Newcomers' Psychological Adjustment: The Mediation Effects of Positive Moods, Self-efficacy, and Perceived Social Support". This study examines how institutionalized socialization tactics impact the adjustment of newcomers. Through the collection of personal information and cross-level design of research, this study finds that the two socialization tactics, namely information and social, will have an impact on the adjustment of newcomers by establishing their moods, cognitive and social resources. This paper strengthens the importance of the three above-mentioned resources in the study of the progress of employees' socialization. This paper also provides concrete suggestions for organizations in terms of the tactics of newcomers' socialization.
Special Issue Editors
Hsi-An Shih, Professor of Institute of International Business, National Cheng Kung University
Chien-Cheng Chen, Professor of Department of Business Management at National Taipei University of Technology