CIHRM Annotated Bibliography 1
HR Management: Annotated Bibliography
Jeano Pantal
Liberty University
Busi 642
November 20, 2022
CIHRM Annotated Bibliography 2
Aune, K., Lewis, R., & Molokotos-Liederman, L. (2022). Modest Dress at Work as Lived Religion:
Women’s Dress in Religious Work Contexts in Saudi Arabia and the UK. Sociology of
Religion.
https://ualresearchonline.arts.ac.uk/id/eprint/18714/2/SoR%20final%20edited%20version
%20Modest%20dress%20at%20work%20as%20lived%20religion%20revision%20June
%202022.pdf
The manner in which an organization's dress code is communicated to its employees might vary
greatly depending on the type of organization. When a person's religious beliefs are affected by how
they should dress, this can lead to some tough situations. This essay looks at how women in religious
workplaces deal with hidden and clear organizational rules and requirements for modest dress and
behavior. Data for the article was collected through interviews with 43 women. It investigates three main
concepts: how women adjust to modest attire, how they negotiate dress regulation, and how they
manage habitus and authenticity. The article says that women's modest dress in workplaces where
religious standards are followed should be seen as a kind of lived religious practice that raises questions
about habit and sincerity.
Astrauskaite, M., Notelaers, G., Medisauskaite, A., & Kern, R. M. (2015). Workplace harassment:
Deterring role of transformational leadership and core job characteristics. Scandinavian
Journal of Management, 31(1), 121-135.
This article talked about how serious harassment at work is and how to handle scary situations.
Arguments suggest that transformational leaders can stop work harassment by creating a moral and
ethical environment, dealing well with stress and employee conflicts, ensuring their followers feel good
about themselves, and ensuring the core job characteristics of autonomy, feedback, and task identity are
met. A sample of 320 workers showed that transformative leadership was linked to a higher chance of
reporting high levels of workplace harassment. Also, the link between transformative leadership and
CIHRM Annotated Bibliography 3
workplace harassment got weaker when three job variables were added to the study. The study also
found that transformational leaders give their employees the tools they need to be independent and in
charge. This stops harassment at work because the person being harassed doesn't look like they are
above the person being harassed.
Bizzi, L. (2020). Should HR managers allow employees to use social media at work? Behavioral
and motivational outcomes of employee blogging. The International Journal of Human
Resource Management, 31(10), 1285-1312.
https://www.proquest.com/openview/e6752ebb76164b66e62dd3b10084915c/1?pq-
origsite=gscholar&cbl=47267
Regarding social media policy, human resource professionals need advice on whether they
should allow the use of social media during work. This article examines how hard it is for HR managers to
control social media blogging. Given how many people use social media and how often smartphones are
used in the workforce now, blogging will likely happen at work. In addition, the article shows that
employees' interactions with people outside of work can make them less motivated to work
independently. In contrast, intrinsic job motivation is likely to be good if employees share their
experiences with colleagues. Lastly, the author gives a solution for HR managers who may need help
figuring out how to control how employees use social media at work. Combining social media with other
HR regulations might be creative for human resource managers. Additionally, HR managers should
include employees in creating social media usage guidelines. Overall, the article supports human
resource managers in clarifying the effects of social media, identifying a problem, proposing a resolution,
and suggesting a course of action.
CIHRM Annotated Bibliography 4
Cutts, B., Hooley, T., & Yates, J. (2015). Graduate dress code: How undergraduates are planning to
use hair, clothes and make-up to smooth their transition to the workplace. Industry and
Higher Education, 29(4), 271-282.
https://journals.sagepub.com/doi/abs/10.5367/ihe.2015.0261
This study looks at the link between how students see themselves, how they think they should
look professional, and how they plan to move into the workforce. The transition into the environment of
a workplace can be challenging for many students once they have completed their undergraduate
studies. At a university, students can express their true selves by wearing clothes that pertain to them.
When a student finishes school, he or she may get a job. The new environment they find themselves in is
like a new habit that the graduate must find, analyze, and adapt to fit in. Changes in appearance and
behavior show that the person has gone from a student to a worker. This study focuses on interviews
with thirteen students from a university in England. It was discovered that participants considered their
dress and appearance to be an integral component of their transition to the profession.
Lee, Y., Li, J. Y. Q., & Tsai, W. H. S. (2021). The role of strategic internal communication in
workplace discrimination: A perspective of racial minority employees. International journal
of strategic communication, 15(1), 37-59.
https://www.tandfonline.com/doi/abs/10.1080/1553118X.2020.1855591
Even though federal law forbids racial and ethnic discrimination in the workplace and the need
to increase racial and ethnic diversity in the U.S. workforce has long been discussed, companies and
organizations have had a hard time creating a welcoming environment for underrepresented employees.
Organizations now have to work hard to make sure their workplaces are open and welcoming to
CIHRM Annotated Bibliography 5
everyone. Since strategic communication management is integral to building and keeping relationships,
this study looks at how strategic internal communication efforts affect how racial and ethnic minority
employees see their work relationships. The author used an online survey of 453 full-time U.S.
employees from diverse industries. Using Qualtrics panels, only racial minority personnel were recruited
for this study. Workplace discrimination is still a big problem, but this study shows the important
strategic communication steps that organizations can take to create supportive environments that can
help reduce and stop discrimination based on race in the workplace.
Mainiero, L. (2020). Workplace romance versus sexual harassment: a call to action regarding
sexual hubris and sexploitation in the# MeToo era. Gender in Management: An
International Journal, 35(4), 329-347.
The purpose of this article is to discuss both workplace fraternization and sexual harassment.
This article looks at the policies of different organizations on getting to know each other and how well
these policies work. It was found that people, no matter how powerful they are, use fraternization to get
more power or abuse the power they already have. The phrase used to describe people who abuse their
authority is "sexual hubris. Sexploitation is the terminology used for individuals who are attempting to
achieve power. Because fraternization is such a big topic, this research has a lot of implications and
limits. There are several reasons why every business should have fraternization rules and enforce them.
These regulations must address both fraternization and sexual harassment in the workplace. According
to the findings, sexual hubris might make it more likely for people to harass other people in a way that
makes the dominant individual feel entitled.
CIHRM Annotated Bibliography 6
Misra, K., Stackhouse, M. D., Bagchi Misra, A., & Berry, G. (2021). Overcoming the downsides of
personal internet and cell phone use in the workplace: An exploratory empirical
analysis. Journal of International Technology and Information Management, 30(3), 19-37.
Internet use has changed how work, productivity, and management are done. This is made
worse because people now have cell phones and computers with internet connections that their
employers provide and control. The information was gathered using a self-reported survey. Some data
suggest that a company's rules about using the Internet and cell phones could help stop production
drops. The article discusses what an employer can do to keep some of an employee's freedom to use the
Internet and a smartphone. The study also talks about how employees using the Internet and cell
phones not only hurts productivity but also puts the company at risk of being sued. Also, using the
Internet outside work can lead to sexual discrimination and breaking the law. The writers note that
Internet and mobile phone usage will occur in the workplace. However, the goal should be to retain a
sufficient number of employees so that they can accomplish their daily responsibilities and the business
remains productive. Employers must also keep up with changes in technology and make changes to their
rules about cell phones and the Internet as needed.
Snape, E., & Redman, T. (2003). Too old or too young? The impact of perceived age
discrimination. Human Resource Management Journal, 13(1), 78-89.
https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1748-8583.2003.tb00085.x
Many laws within the United States help protect many individuals. Even though employees often
use the Age Discrimination in Employment Act (ADEA) of 1967 to protect themselves from age
discrimination, research has yet to examine how the importance organizations give to following the law
CIHRM Annotated Bibliography 7
affects outcomes for older workers. The Age Discrimination in Employment Act (ADEA) says that people
at least 40 years old can't be treated differently because of their age. This article looks at how employees
feel about age discrimination based on a survey done by a local government. Respondents to the survey
said that bias against people who are too young is at least as common as bias against people who are
too old. Results show that feeling like an individual who is being treated differently because of their age,
either because they are too old or too young, hurts their emotional connection to an organization.
Rischitelli, D. G. (1995). The confidentiality of medical information in the workplace. Journal of
occupational and environmental medicine, 583-593.
https://www.jstor.org/stable/44994529
Human resource managers need to know how important it is to keep sensitive employee
information private. This paper asserts that confidentiality is crucial in the workplace. Confidentiality
corresponds with ethics and ethical advice, according to the author. The author explicitly describes her
experiences as a school teacher and lesbian. It looks at the school's culture and power dynamics, as well
as the moral issues that come up when telling the author's story. This study looks at how the author's
personal and professional lives do not match up and give an idea of what people in power will do to
protect and keep up the heteronormative discourse of rural life.
Veronica Stanley, M. S. P. H. (2019). SAFETY & HUMAN RESOURCE LAW for the Safety
Professional. Professional Safety, 64(10), 31-31.
https://www.proquest.com/openview/e6752ebb76164b66e62dd3b10084915c/1?pq-
origsite=gscholar&cbl=47267
Every business needs to establish its safety policies. Any injuries that happen on the job need to
be reported right away, so employees should be shown how to do this. In addition, organizations may
need to establish industry-specific safety rules to meet with Occupational Safety and Health Act
standards. Congress set up the Occupational Safety and Health Administration (OSHA) to make sure that
workers have safe and healthy places to work by setting and enforcing standards and giving training,
CIHRM Annotated Bibliography 8
outreach, information, and support. This article focuses on the construction industry and how various
factors influence job safety performance. The author raises awareness and discusses why further legal
knowledge is necessary. While the material might be used as part of an educational program, it requires
revision to meet the demands of an OSH practitioner in practice.
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