Abstract

While extensive research has explored the relationship between HRM and various organizational and employee outcomes, there remains a significant gap in the literature regarding the role of HRM in discouraging extreme work. To address this gap, building mainly on stakeholder theory, we specifically propose that HR managers’ ethical leadership negatively influences precarious work, which serves as a catalyst for extreme work cultures by exacerbating workloads, prolonging working hours, and intensifying physical and mental stress. Importantly, we propose that sustainable HRM mediates the association between HR managers’ ethical leadership and precarious work. Finally, the present study hypothesizes that HR managers’ political skill acts as a boundary condition for the effects of HR managers’ ethical leadership on sustainable HRM and precarious work. Data collected from two sources (260 employees and the same number of HR managers) employing a time-lagged design supported our hypotheses. Other than theoretical contributions to different important knowledge areas, such as ethical leadership, HRM, and precarious work, we offer a number of practical implications that could help organizations counter extreme work and its negative repercussions mainly for employees.

摘要

尽管广泛的研究探讨了人力资源管理与各种组织和员工成果之间的关系，但关于人力资源管理在阻止极端工作方面的作用的文献仍然存在很大差距。为了解决这一差距，主要基于利益相关者理论，我们特别提出，人力资源经理的道德领导力会对不稳定的工作产生负面影响，从而加剧工作量、延长工作时间、加剧身心压力，从而成为极端工作文化的催化剂。重要的是，我们建议可持续的人力资源管理调解人力资源经理的道德领导力与不稳定工作之间的联系。最后，本研究假设人力资源经理的政治技能是人力资源经理道德领导对可持续人力资源管理和不稳定工作影响的边界条件。从两个来源（260 名员工和相同数量的人力资源经理）收集的数据采用时滞设计支持了我们的假设。除了对道德领导、人力资源管理和不稳定工作等不同重要知识领域的理论贡献外，我们还提供了许多实际意义，可以帮助组织应对极端工作及其主要对员工的负面影响。