Emerald | Research in Personnel and Human Resources Management | Table of Contents http://www.emeraldinsight.com/0742-7301.htm Table of contents from the most recently published volume of Research in Personnel and Human Resources Management Book series en-gb Tue, 27 May 2014 00:00:00 +0100 2014 Emerald Group Publishing Limited editorial@emeraldinsight.com support@emeraldinsight.com 60 Emerald | Research in Personnel and Human Resources Management | Table of Contents http://www.emeraldinsight.com/common_assets/img/covers_book/0742-7301.gif http://www.emeraldinsight.com/0742-7301.htm 120 157 A Multilevel Approach to the Effects of Pay Variation http://www.emeraldinsight.com/books.htm?issn=0742-7301&volume=32&chapterid=17111807&show=abstract http://www.emeraldinsight.com/10.1108/S0742-730120140000032001 In this paper, we review the literature on pay variation (e.g., pay dispersion, pay compression, pay range) in organizations. Pay variation research has increased markedly in the past two decades and much progress has been made in terms of understanding its consequences for individual, team, and organizational outcomes. Our review of this research exposes several levels-related assumptions that have limited theoretical and empirical progress. We isolate the issues that deserve attention, develop an illustrative multilevel model, and offer a number of testable propositions to guide future research on pay structures. Chapter literatinetwork@emeraldinsight.com (Samantha A. Conroy, Nina Gupta, Jason D. Shaw, Tae-Youn Park) Tue, 27 May 2014 00:00:00 +0100 The Implications of Coalition Forms for Work Role Innovation, Resource Reallocation, and Performance http://www.emeraldinsight.com/books.htm?issn=0742-7301&volume=32&chapterid=17111806&show=abstract http://www.emeraldinsight.com/10.1108/S0742-730120140000032000 Coalitions are informal and interdependent groups of actors operating within organizations, yet their effects in organizations are not widely understood. In this paper, we develop a model of coalition formation and functioning inside organizations. By extrapolating the behavioral intentions (i.e., altruistic or antagonistic) and compositional differences (i.e., supplementary or complementary) among these informal group structures, we classify coalitions into four forms (i.e., lobby, cartel, circle, and alliance), theorizing how each coalition form affects work role innovation, resource allocations, and work performance. Our conceptualization helps clarify previous theoretical inconsistencies and establish an agenda for the study of coalitions at work. Furthermore, this paper provides insights into the ways that coalitions support or impede the organization’s objectives. Chapter literatinetwork@emeraldinsight.com (Timothy P. Munyon, James K. Summers, Robyn L. Brouer, Darren C. Treadway) Tue, 27 May 2014 00:00:00 +0100 A Multilevel Model of Strategic Human Resource Implications of Employee Furloughs http://www.emeraldinsight.com/books.htm?issn=0742-7301&volume=32&chapterid=17111808&show=abstract http://www.emeraldinsight.com/10.1108/S0742-730120140000032002 Sudden crises, known as environmental jolts, can cripple unprepared organizations. In recent years, financial jolts have led many organizations, particularly government organizations, to respond by furloughing employees. Furloughs can engender various responses in employees that can lead to negative work outcomes for both the employees and the organization. Previous research shows that the implementation of strategic human resource management (SHRM) practices, such as commitment-based systems, can mitigate the negative effects of environmental jolts. Utilizing the knowledge-based view and affective events theory, we propose a multilevel model where SHRM practices moderate employee affective responses to furloughs, which, in turn, drive subsequent employee behavioral outcomes. Chapter literatinetwork@emeraldinsight.com (Tom Bellairs, Jonathon R.B. Halbesleben, Matthew R. Leon) Tue, 27 May 2014 00:00:00 +0100 A Dynamic Multilevel Model of Performance Rating http://www.emeraldinsight.com/books.htm?issn=0742-7301&volume=32&chapterid=17111809&show=abstract http://www.emeraldinsight.com/10.1108/S0742-730120140000032003 The current chapter focuses on environmental and organizational factors that affect the performance appraisal context, performance evaluations, and rating accuracy. Drawing on the extant literature and focusing on current organizational practices, we propose a dynamic multi-level model of performance rating that takes these distal factors into consideration. In doing so, we also provide propositions explicating causal linkages between these distal factors, more proximal performance appraisal factors, and ultimately the accuracy of performance ratings. Furthermore, we identify current and emerging directions in performance appraisal research and practice. The implications of the current and emerging trends are then discussed in the context of our proposed model. Chapter literatinetwork@emeraldinsight.com (Emilija Djurdjevic, Anthony R. Wheeler) Tue, 27 May 2014 00:00:00 +0100 Toward the Pattern-Oriented Approach to Research in Human Resources Management: A Review of Configurational and Category Theorizing, Methods, and Applications http://www.emeraldinsight.com/books.htm?issn=0742-7301&volume=32&chapterid=17111810&show=abstract http://www.emeraldinsight.com/10.1108/S0742-730120140000032004 On many occasions, organizational science research has been referred to as fragmented and disjointed, resulting in a literature that is, in the opinion of many, difficult to navigate and comprehend. One potential explanation is that scholars have failed to comprehend that organizations are complex and intricate systems. In order to move us past this morass, we recommend that researchers extend beyond traditional rational, mechanistic, and variable-centered approaches to research and integrate a more advantageous pattern-oriented approach within their research program. Pattern-oriented methods approximate real-life phenomena by adopting a holistic, integrative approach to research wherein individual- and organizational-systems are viewed as non-decomposable organized wholes. We argue that the pattern-oriented approach has the potential to overcome a number of breakdowns faced by alternate approaches, while offering a novel and more representative lens from which to view organizational- and HRM-related issues. The proposed incorporation of the pattern-oriented approach is framed within a review and evaluation of current approaches to organizational research and is supplemented with a discussion of methodological and theoretical implications as well as potential applications of the pattern-oriented approach. Chapter literatinetwork@emeraldinsight.com (Alexandra E. MacDougall, John E. Baur, Milorad M. Novicevic, M.Ronald Buckley) Tue, 27 May 2014 00:00:00 +0100 The Role of Reputation in the Organizational Sciences: A Multilevel Review, Construct Assessment, and Research Directions http://www.emeraldinsight.com/books.htm?issn=0742-7301&volume=32&chapterid=17111811&show=abstract http://www.emeraldinsight.com/10.1108/S0742-730120140000032005 Scholarship on reputation in and of organizations has been going on for decades, and it always has separated along level of analysis issues, whereby the separate literatures on individual, group/team/unit, and organization reputation fail to acknowledge each other. This sends the implicit message that reputation is a fundamentally different phenomenon at the three different levels of analysis. We tested the validity of this implicit assumption by conducting a multilevel review of the reputation literature, and drawing conclusions about the “level-specific” or “level-generic” nature of the reputation construct. The review results permitted the conclusion that reputation phenomena are essentially the same at all levels of analysis. Based on this, we frame a future agenda for theory and research on reputation. Chapter literatinetwork@emeraldinsight.com (Gerald R. Ferris, John N. Harris, Zachary A. Russell, F.Randy Blass, B.Parker Ellen, Arthur D. Martinez) Tue, 27 May 2014 00:00:00 +0100 Research in Personnel and Human Resources Management http://www.emeraldinsight.com/books.htm?issn=0742-7301&volume=32&articleid=17111813&show=abstract http://www.emeraldinsight.com/10.1108/S0742-730120140000032007 Editorial Board Tue, 27 May 2014 00:00:00 +0100 Research in Personnel and Human Resources Management http://www.emeraldinsight.com/books.htm?issn=0742-7301&volume=32&articleid=17111815&show=abstract http://www.emeraldinsight.com/10.1108/S0742-730120140000032009 Editorial Board Tue, 27 May 2014 00:00:00 +0100 Research in Personnel and Human Resources Management http://www.emeraldinsight.com/books.htm?issn=0742-7301&volume=32&articleid=17111816&show=abstract http://www.emeraldinsight.com/10.1108/S0742-730120140000032011 Editorial Board Tue, 27 May 2014 00:00:00 +0100 List of Contributors http://www.emeraldinsight.com/books.htm?issn=0742-7301&volume=32&articleid=17111814&show=abstract http://www.emeraldinsight.com/10.1108/S0742-730120140000032008 Index Tue, 27 May 2014 00:00:00 +0100 Copyright Page http://www.emeraldinsight.com/books.htm?issn=0742-7301&volume=32&articleid=17111812&show=abstract http://www.emeraldinsight.com/10.1108/S0742-730120140000032006 Miscellaneous Tue, 27 May 2014 00:00:00 +0100 About the Authors http://www.emeraldinsight.com/books.htm?issn=0742-7301&volume=32&articleid=17111817&show=abstract http://www.emeraldinsight.com/10.1108/S0742-730120140000032012 Personal Report Tue, 27 May 2014 00:00:00 +0100