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  • Revised_Resilience-gender-job_demand-resource_-paper-20May2016-final

    Rights statement: This is an Accepted Manuscript of an article published by Taylor & Francis in The International Journal of Human Resource Management 2019, available online: https://www.tandfonline.com/doi/full/10.1080/09585192.2016.1226191

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    Available under license: CC BY-NC: Creative Commons Attribution-NonCommercial 4.0 International License

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Job demands-resources: a gender perspective on employee well-being and resilience in retail stores in China

Research output: Contribution to journalJournal article

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<mark>Journal publication date</mark>1/06/2019
<mark>Journal</mark>The International Journal of Human Resource Management
Issue number8
Volume30
Number of pages19
Pages (from-to)1323-1341
Publication statusPublished
Early online date29/08/16
Original languageEnglish
EventInternational Association for Chinese Management Research conference - Hangzhou, China
Duration: 18/06/201622/06/2016

Conference

ConferenceInternational Association for Chinese Management Research conference
CountryChina
CityHangzhou
Period18/06/1622/06/16

Abstract

Organisational resilience can be promoted through human resource management (HRM) practices that enhance individual employees’ well-being and ability to cope with adversity. However, the extant literature tends to neglect the influence of gender on employee well-being and resilience. Shop floor employees in retail stores often undertake demanding roles, characterised by considerable pressure and low pay, and attendant high levels of employee turnover. Drawing on the job demands–resources model, by analysing data collected from 697 employees at foreign-invested retail stores in China, this paper found that workload and employee participation in decision-making had a similar impact on the well-being of both male and female employees. However, the impact of job security and emotional demands on employees differed by gender. This paper extends the job demands–resources model by articulating the influence of gender on employee well-being. Additionally, its empirical insights, drawn from an emerging economy context, enable a contribution to the literature on employee well-being and resilience. Relevant implications for HRM and resilience are discussed.

Bibliographic note

This is an Accepted Manuscript of an article published by Taylor & Francis in The International Journal of Human Resource Management 2019, available online: https://www.tandfonline.com/doi/full/10.1080/09585192.2016.1226191