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How can human resource management (HRM), as both a scholarly discourse and a corporate strategic function, advance the sustainability agenda? We endeavor to answer this question by drawing together insights gleamed from the emerging sustainable HRM literature. First, we synthesize various conceptualizations and theoretical perspectives on the topic, including frames of reference from strategic HRM, institutional theory and institutional logics, stakeholder theory, and sustainable careers/life cycle theory. Second, we unpack and contextualize the sustainable HRM literature through the lens of international HRM. Third, we consolidate the extant literature and present an agenda for future research, calling for further exploration of topics that are likely to hit the next high wave of generating new strategic HRM insights and sustainable HRM knowledge. [ABSTRACT FROM AUTHOR]

Drawing from in-depth qualitative interviews (N = 32), this article examines the impact of indigenous tribal marks on employment chances in southwest Nigeria. It employs indigenous standpoint theory to frame the argument around what constitutes stigma and in what context. The results of our thematic analysis indicate that tribally marked job applicants and employees face significant social rejection, stigmatization and discrimination, and can suffer from severe mental illnesses and even suicidal ideation. We explain how these tribally marked individuals navigate the changing contours of tradition and modernity in Nigeria. Tribal marks, although once largely perceived as signals of beauty and high social status, are now increasingly viewed as a significant liability in the labour market. This article makes a unique and original contribution to the study of stigma and employment discrimination by eschewing the prevailing Western ethnocentrism in the extant research and instead placing the indigenous standpoint at centre stage. [ABSTRACT FROM AUTHOR]

Integrating insights from conservation of resources theory related to both the positive effects of resources and the detrimental effects of resource loss, this paper examines the effect of job autonomy (an organizational-level resource) on subjective physical pain as mediated by mental health, with experienced workplace incivility (a social stressor) included as a boundary condition. Drawing from the results of a state-wide survey of local government professionals (N = 289), we test a moderated mediation model that estimates the relationships amongst job autonomy, mental health, and physical pain, at differing levels of experienced incivility. Mental health is found to fully mediate the negative relationship between job autonomy and physical pain. When the moderating effect of workplace incivility is incorporated into the model, higher levels of uncivil behavior weaken the otherwise positive and significant effect of job autonomy on mental health. However, the relationship between mental health and physical pain does not depend on levels of workplace incivility. This research has important implications for the management of physical and mental health at work. In particular, the results point to a need to develop human resource policies and practices that both promote job autonomy and tackle experiences of workplace incivility, particularly in local governments. [ABSTRACT FROM AUTHOR]

The link between academic theory and the professional practice of human resource management (HRM) is often tenuous and disjointed. The "gap" between theory and practice is damaging to academics and practitioners. On the one hand, academic research is often highly theoretical and methodologically complex. On the other, HR professionals tend to oversimplify advice on "how to solve" HRM "problems" and they may conduct research lacking rigor and nuance. Insofar as a bridge can be built between HRM theory and practice, significant benefits exist for both parties. Mick Marchington exemplified this bridge. His commitment to pluralism wrought significant influence on the professional practice of HRM through highly readable and practically useful theory. We look to Marchington's work to draw lessons on how we can better bridge theory and practice for the enrichment of academics and practitioners. We develop a framework contrasting "academic esotericism" with "practitioner reductionism." We then propose a third way: "industry‐engaged academic research." Practitioner Notes: What is currently known about the subject matter?There is a much‐lamented divide between human resource management (HRM) theory and practice.HR academics often research and write for each other and, in doing so, fail to identify issues of importance to practitioners.Similarly, practitioners rely on oversimplified concepts, data, and analysis, which are often neither rigorous, nor generalizable. What this paper adds to this?Mick Marchington was an academic whose commitment to pluralism and applied theory set an example of how to bridge that divide.We articulate a novel framework for understanding, and better integrating, HRM theory and professional practice. Implications of the study findings for practitionersPractitioners benefit from an understanding of Mick Marchington's legacy, in particular his demonstration of the practical value of good theory.Our framework explains how HRM academics can build better relationships with HR professionals.These relationships must be based on rigor, shared values, and a pragmatic approach to HRM theory and practice grounded in common insight. [ABSTRACT FROM AUTHOR]

Using mixed design analysis of variance, this paper examines the effect of body art on job applicant hireability ratings. It employs the literatures on the social psychologies of stigma and prejudice, as well as aesthetic labor, to frame the argument. The results indicate that photos of tattooed and pierced job applicants result in lower hireability ratings compared to the control faces. The negative effect of body art on employment chances is, however, reduced for job applicants seeking non-customer-facing roles. In customer-facing roles, the tattoo is associated with lower hireability ratings than the piercing. The results suggest that visible body art can potentially be a real impediment to employment. [ABSTRACT FROM AUTHOR]

When the novel coronavirus entered the US in early 2020, the initial response to protect the health-care system capacity, slow transmission, and associated morbidity and mortality has been stay-at-home orders, social distancing, and proper hygiene. However, extended social isolation can result in unintended consequences. To examine possible unintended consequences, we fielded a longitudinal survey with the same sample of respondents – the first at the end of March 2020 and the second one month later at the end of April 2020. We calculated changes over time in physical health status, mental health status, alcohol consumption, and sleep quality. Random-effects logit models were estimated to identify statistically significant predictors for each outcome. Results show that individuals reported significantly worse outcomes in all four areas as the pandemic progressed, especially for alcohol consumption and sleep quality. In general, age, non-White race, religiosity, and resiliency are protective factors while being female and having greater fear of the coronavirus are risk factors. If these trends continue as we enter future stages of the pandemic, then the full societal costs could become extreme. [ABSTRACT FROM AUTHOR]