Area Of Human Resource Management Research Articles

Relationships between Organizational Culture, Organizational Commitment, and Organizational Citizenship Behavior

Organizations that are going to prosper and grow, particularly in the area of human resource management, must be able to recognize new opportunities in order to be ready for the future. The researcher is eager to look at the interactions between three important factors: organizational culture, organizational commitment, and organizational citizenship behavior, based on a survey of relevant literature. Organizational culture is the social glue that keeps workers united and fosters a feeling of community within the company. Previous research has shown that indicators of organizational success are significantly impacted by organizational commitment. An organization’s efficacy can also be significantly increased by practicing organizational citizenship. Current study indicates that employees’ organizational commitment is positively impacted by organizational culture. Furthermore, the results demonstrated that organizational culture has a discernible impact on organizational citizenship behavior. Based on the results of the aforementioned investigations, the researcher concludes that organizational commitment has a considerable impact on organizational citizenship behavior. The study’s results, according to the researcher, should eventually provide light on significant variables affecting organizational development. The final result of this study is that the researcher presents a model of the relationship between three important human resource factors: organizational culture, organizational commitment, and organizational citizenship behavior, as a guideline for organizational administration and human resource management development in the future.

SMEs sustainability: The role of human resource management, corporate social responsibility and financial management

Research background: The sustainability of small- and medium-sized enterprises (SMEs) represents a significant scientific and professional problem in the current turbulent period because these enterprises play an important role in any country’s economic and social systems. Purpose of the article: This paper aimed to define the significant sustainability factors of small and medium-sized enterprises and to quantify their impact and importance on the sustainability of SMEs. The areas of Human Resource Management, Corporate Social Responsibility, and financial management were defined as significant sustainability factors. Methods: Empirical research, on which the scientific hypotheses were formulated and evaluated, was conducted in June 2022 in V4 countries (Czech Republic, Slovak Republic, Poland, and Hungary) using a structured questionnaire. The study accumulated a sample of 1398 respondents. Data collection was conducted through an external agency, MN FORCE, operating in Central European countries. The Computer Assisted Web Interview (CAWI) method was used to record respondents’ perceptions. Descriptive statistics, correlation analysis, and linear regression analysis were used to evaluate the hypotheses. Findings & value added: The research showed that all defined factors in the areas of Human resource management (HRM), Corporate social responsibility (CSR), and financial management of the firm had an impact on defined sustainability attributes. The greatest impact was found on the firm’s financial management, followed by CSR and HRM. The empirical results confirm that the intensity of the independent variables varies across the V4 countries. These results also show that the intensity of the selected HRM, CSR, and financial management factors of a firm is higher in the integrated models than in the models for individual V4 countries. The research results have shown that a range of factors determine the right attitude towards the sustainability of companies. In this context, economic policymakers and entrepreneurs must perceive sustainable growth as complex and apply a systemic approach to its design and implementation.

경찰공무원의 직무만족에 미치는 영향요인 연구

In modern society, police officials are responsible for key security tasks such as crime prevention, crime response, and civil safety, and play a role in maintaining national safety and stability. Therefore, it can be said that the job satisfaction of police officials is an important factor that has a great influence on social stability and the effectiveness of law enforcement. In this study, an in-depth study was conducted to analyze the relationship between police officials' job satisfaction based on Herzberg's motivation and hygiene theory to examine the factors affecting police officials' job satisfaction. Herzberg's motivation and hygiene theory is one of the important theories for explaining and improving job satisfaction, and classifies job satisfaction and job dissatisfaction as other factors. According to the analysis, higher growth potential, promotion, praiseㆍrecognition, and achievement, which are Herzberg's motivating factors, can have a positive effect on job satisfaction, and higher hygiene factors such as communication, work environment, policyㆍ supervision, and salaryㆍallowance can have a positive effect on job satisfaction. These results support Herzberg's motivation and hygiene theory, and suggest that police organizations need to improve job satisfaction by strengthening organizational management and support. As active and active police activities of individual police officials are required, the following implications are derived based on the analysis results of this study. The first is a sense of accomplishment. As shown in the analysis results, it was found that the sense of achievement had a high effect on job satisfaction. If you feel rewarded and accomplished through your current work as a police officer, this will soon help you improve your ability and expertise. Second is the rationalization of the police personnel management system. A representative area of human resources management is promotion. This is because police officials, unlike other organizations, are a vertical class culture and have a large difference in authority and responsibility for performing their duties depending on the class. Therefore, measures should be devised to increase the rationality of the performance evaluation system and the fairness of promotion.

Psychometrics of Emotional Intelligence in Hospitality: A Cross-Sectional Study on Human Capital and Quality of Service

Little research has been conducted specifically on emotional intelligence (EI) and perceived quality of service in the hospitality industry. The main goal of this research consists of providing empirical evidence related to EI regarding its importance in quality of hospitality service (QHS). To do so, a hypothetical and conceptual model was tested by Partial Least Square-Structural Equation Modeling (PLS-SEM) techniques based on a sample of 408 employees in the hospitality sector in the region of Murcia (Spain). The findings of this work reveal the incidence that EI has on the QHS of human capital, despite a scenario that is characterized by a high rate of talent shortage worldwide and an increasing digitalization that could reduce human interaction. Also, implications are given so that EI could be more deeply analyzed for EI strategy-building within organizational behavior and human resource management areas from a practical approach, increasing engagement and preventing the so-called quality service sabotage.

The Role of Healthcare Managers in Employee Retention: Do Workers Leave Organizations or Managers?

Healthcare organizations have been facing employee retention challenges since before the Covid-19 pandemic. This latter has solely accelerated turnover rates. Healthcare managers and leaders need to take action to keep their talent while still delivering quality care. The purpose of this paper is to provide a literature review on the subject to examine the role of healthcare managers in employee retention. Understanding how managers influence staff retention is essential to monitoring turnover rates and designing effective strategies for retaining skilled and talented healthcare employees. The findings of this review indicated that healthcare employees who were satisfied with the behavior of their managers were committed to their organization and more likely to remain employed for a long period. Communication, autonomy, respect and recognition, and training and development were significant predictors of job satisfaction, organizational commitment, and staff retention. Improving staff retention strategies is critical to improving the quality of care, reducing healthcare costs, and achieving growth and success. The review concluded that healthcare managers play a crucial role in employee retention. Further exploration of the employee retention challenge is required to better understand this multifaceted area of human resource management.

Investigating the role of human resource management practices on employee performance through PLS-SEM approach: a case study of academic libraries in India

Purpose The purpose of this study is to explore the association between select human resource management practices and employee performance in academic libraries in India. Design/methodology/approach The current study uses the quantitative method of research. Partial least squares-structural equation modelling (PLS-SEM) was used to analyse the results. The current study uses a cross-sectional approach by using a convenient sampling method. The sample size of the study was 163, which was adequate for conducting PLS-SEM analysis. Findings The study found a significant positive correlation between human resource management practices and employee performance in academic libraries. This suggests that the implementation of effective human resource management practices has a beneficial impact on various aspects of employee performance. Research limitations/implications The study’s cross-sectional design may limit the ability to establish causality or determine the direction of the relationship between human resource management practices and employee performance. The study may have limitations regarding the sample size and its representativeness. If the sample is small or limited to specific academic libraries in India, it may not be possible to generalise the findings to a broader population of academic libraries in the country or to libraries in other regions or countries. Practical implications The study has practical implications for academic libraries in India. By recognising the significant correlation between human resource management practices and employee performance, libraries can prioritise the implementation of effective human resource management strategies. This includes aligning human resources practices with organisational goals, focusing on employee development and engagement and adopting best practices in recruitment, training and performance management. Social implications This study can have broader social implications by promoting a supportive and productive work culture that positively impacts the academic library community. Originality/value The paper focuses on a quite important and largely unexplored area of human resource management within the academic libraries sector.

International Training and Development

It is widely accepted that effective management of human resources will bring about increased organizational and employee performance. Based on this, the area of international human resource management (IHRM) has gained increased interest, especially with the continued growth of multinational corporations and globalization. Many IHRM practices and theories have been developed since the emergence of international business. The boundaries of IHRM are established within the concepts of MNC management across diverse cultural work practices as well as comparative international HRM among organisations. In this paper, I will reflect on these concepts as applicable in the practices of international training and development and performance management and compensation. My reflective essay will explore these topics with a key interest in expatriates who are affected greatly

Exploring the gap between research and practice in human resource management (HRM): a scoping review and agenda for future research

AbstractThe call for evidence-based decisions in HR has become a heated debate in recent years. An alleged research-practice gap has been identified by a number of HRM scholars, leading to recommendations for practice. To what extent the assumption of this gap is justified, theoretically or empirically, remains vague, however. Thus, building on a systematic literature search and the formulation of eligibility criteria for articles, we conducted a scoping review of the current research landscape. Our aim was to explore the constituent components, causes and consequences of the gap. Overall, it was found that research activity has so far been heterogeneous, a significant number of articles were conceptually driven, and a large proportion related to knowledge deficits of HR practitioners. A subset of consistent survey-based studies indicated little awareness of empirically supported practices in personnel selection. The qualitative, mixed-method, and content-analysis studies revealed other influences, such as research with limited practical relevance or divergent interests between scholars and practitioners (e.g., employee motivation). Based on the conceptual contributions, three thematic clusters were identified as causes for the gap: (1) communication barriers (e.g., insufficient interfaces), (2) methodological issues (e.g., rigor-relevance tensions), (3) accessibility, visibility, and dissemination of HR research (e.g., oversimplification of practical implications). There was a strong emphasis on presumed causes and their resolution, with less consideration given to the expected consequences of the gap (e.g., poorer organizational outcomes). Despite preliminary empirical indications for the existence of a research-practice gap in particular areas of HRM, many articles tend to focus on overarching recommendations for practice. We conclude that the HRM research-practice gap in itself has not yet been sufficiently empirically investigated. In view of this, we discuss implications and develop an agenda for future research.

Impact of COVID-19 and Recovery of Airports in the Field of Human Resources Management

The aviation industry is one of the sectors most affected by the COVID-19 pandemic. The aim of this article is to assess the impact of the COVID-19 pandemic on the area of airport human resource management and on the international airport network. COVID-19 had an unprecedented impact not only on the capacity of international seats for passengers and the gross operating income of airlines from passengers but also on airport companies, which, due to the measures taken and in order to maintain their existence, had to lay off employees. In the beginning of this paper, we discuss the impact of the pandemic on the aviation industry, caused by travel restrictions and overall economic development. In the second part, we will assess the impact of the COVID-19 pandemic on the management of human resources of the Austrian airport company and the resulting complications for airport companies in recovering from the consequences of the pandemic. Based on the obtained information and data evaluation, we came to the conclusion that the use of outsourcing services is an advantageous solution in the field of recruiting missing human resources. The added value on the part of the airport company is high-quality, trained personnel ready to perform the work, without the need for additional financial and time investments, limiting the airport operation itself and personnel who are still struggling with a lack of time and manpower. The goal of the companies is to fulfill the contracts, maintain the flow of money, and have a good name both for passengers and for the general public and all interested parties. When determining a suitable strategy using legislative conditions, it is possible to achieve cost savings in the area of human resources and the main business activities of the company.

Work Life Balance Impact On Job Satisfaction

Work-life balance (WLB) is an ever-increasing sharing of valuable business practices, business innovations and this is endorsed by the increasing number of research studies on the impact of WLB on organizations and their employees. Any imbalances in the WLB of an employee can have negative impacts if work / life unbalance favors work throughout their lives. Work life balance (WLB) is a prompt human resource management area and has become a top priority for employees everywhere. The primary objective of this study is to examine how their WLB influences employee satisfaction at work and to examine the factors relating to work life balance and job satisfaction.

HR Analytics in The Commercial Aviation Sector: a literature review

HR Analytics is the area of Human Resources Management (HRM) that uses the techniques of artificial Intelligence, social sciences, and innovation to extract, treat, and present data for decision-making. This has been a big trend in HR in recent years, with already business cases, academic studies, and industry applications, but it is still in an early stage of development. The commercial aviation industry has people at the heart of its strategy, as it is a people-to-people service. But there are no satisfied customers without satisfied employees. In addition, the topic of aviation safety is a central one, and the sector has extensive regulations on the subject. Aviation safety is also based on human-machine interaction and crew resource management (CRM). People must therefore be in the core strategy of aviation companies because, for the provision of their service, the human factor in the interaction with the machine, the team, and the customer is a critical success factor. An appropriate approach to HR Analytics is to start with the problems that the business faces and, from there, create indicators and models that can measure them. In this paper, a sectoral and problem-based HR analytics is discussed, which is one of its main contributions. HR analytics techniques are descriptive, predictive, and prescriptive. Starting from the nature of the air operation and its problems, HR analytics is an essential strategy to better know and act on the evidence of aviation service and operation. The purpose of this publication is to understand what academic studies exist on the applications of HR Analytics to the aviation industry. Through a literature review, it was concluded that the aviation sector has also few academic studies about HR analytics; however, there are already some indicators and models that can point in the right direction for the future. This is an area that can help measure performance indicators of HR policies and provide management with important data for decision-making in human resources management. The results of this research are presented, future research paths are suggested, and the limitations of this study are pointed out.

Bibliometric investigation on green human resource management research

PurposeThe paper aims to present the comprehensive picture on green human resource management (GHRM) based upon bibliometric investigation, including different criteria, such as key authors, documents, keywords, bibliographic coupling (BC), etc.Design/methodology/approachBibliometric technique has been used with the application of VOSviewer. Further, the Scopus database has been utilised to extract the research articles.FindingsThe present study has exposed the due relevance of GHRM in the area of human resource management (HRM) for researchers as well as practitioners. The study has revealed that number of citations in the area is high from the researchers of China. Also, Jabbour, C.J.C., has been identified as the lead contributor and author from the area with 43 publications and 1,352 citations. The journal of cleaner production has been identified as the journal with the largest number of publications from the area. Also, prominent keywords used in the area are sustainability, GHRM, environmental management, sustainable environment and HRM.Research limitations/implicationsThe study has offered the comprehensive publication analysis on the area which will assist the researchers in gaining review on topic and development of empirical models. Further, with the utilisation of keywords criterion they can easily explore the publications done in the area. Also, study will help the scholars and researchers to identify the region and countries along with the institutions and universities to pursue research on the GHRM topic.Practical implicationsThe present study will help the mangers to focus on GHRM with more focus to acquire positive consequences for human resource management.Originality/valueThe present paper has presented various new and recent facets associated with the area of GHRM. Previously the similar analysis with bibliometric technique is rarely done with the present Scopus database.

Financial management decision-making of school finance committees in public primary schools in Mpumalanga province, South Africa

Subject to the South African Schools Act, 84 of 1996 section 16(1), the governance of every public school is vested in its governing body and it may perform only such functions and obligations and exercise only such rights as prescribed by the Act. Section 30(1a) of this Act demands school governing bodies to establish committees and appoint members of the School Governing Body (SGB) to such committees based on expertise. With this study I investigated the financial management decision-making of school finance committees in public primary schools in the Mpumalanga province in South Africa. A qualitative approach was applied in the study. Focus-group interviews were used to collect data from the purposefully selected 2 public primary schools in which the finance committee members were involved. A case study design was applied. Thematic data analysis was used to analyse the collected data. All the participants demonstrated awareness of their financial management decision-making roles. Participants revealed that they did not perform their roles effectively due to their illiteracy levels, limited understanding of financial management legislation, inadequate training, interference of the principals in the management of finances, poor consultation and communication. I recommend to the Department of Education to provide financial committees with adequate support and training, to capacitate principals in the area of human relations and resource management and consider appointing financial management advisors at the circuit offices within districts to assist in guiding, monitoring and evaluating the financial management processes in schools on a regular basis.

«SOFT SKILLS» HR-МЕНЕДЖЕРА: ВОСТРЕБОВАННОСТЬ НА РЫНКЕ ТРУДА И В СФЕРЕ ВЫСШЕГО ОБРАЗОВАНИЯ

Active economic transformations based on the dynamic change of the economic structure of the last decades of society’s development inevitably lead to the emergence of new professions that require the design and development of new competencies. Professionals combining hard and soft skills are scarce, and the need for them will only increase. The article considers the essence of the concept of soft skills, analyzes their typologies. The study, the purpose of which was to analyze the demand for soft skills in the labor market in the area of human resource management and the correspondence of higher school students’ ideas about soft skills in the field of HR management to the employer’s vision, revealed the need for constant monitoring of changes in the dynamics of soft skills and taking these changes into account when designing educational programs that will most contribute to their formation along with professional hard skills.

Characteristics of women’s careers: international studies review

Introduction. Career development has become one of the most significant areas of human resource management in modern organizations. Despite considerable progress in increasing the representation of women in various industries and also a multiplication of women holding senior positions, today, the segregation of the labour market persists. Women and men are unevenly distributed in such fields as science, technology, engineering, and mathematics; there are differences in wages and career advancement. Traditional career models have certain limitations in research and, therefore, require revision and updating.Purpose. Generalization of foreign experience of gender studies in the field of women’s professional careers.Materials and methods. The scientific review is presented by a systematic analysis of foreign gender studies over the past 10-15 years.Theoretical justification. The authors describe the main methods of studies examining women’s career advancement and also consider the causes of gender segregation, such as career choice, gender discrimination in employment and the workplace, and the phenomenon of the “glass ceiling”. Factors influencing the choice of career strategies are competitiveness, self-esteem, self-efficacy, the influence of cultural perceptions of gender roles, self-stereotyping, the presence or absence of role models, the social costs of women’s careers and the possibility of their recognition by society as professionals.Discussion and conclusion. A possible way to solve the problem of women’s career advancement may be to reduce the pressure of gender stereotypes, including even the distribution of household and child-rearing responsibilities and, ultimately, contributing to the improvement of well-being and life quality in general.

Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) in the Division of Northern Samar: Achieving Maturity Level II

Effective human resource management is critical to the success of educational institutions, but it can be challenging to manage human resources in the education sector. Recruitment, selection, and retention of highly qualified personnel, providing professional development opportunities, and ensuring employee satisfaction and motivation are some of the challenges that institutions face. This study examines the human resource management practices of the Schools Division Office (SDO) Northern Samar in the Philippines, using a mixed methods concurrent design approach. It collected data through reports, documents, and interviews with SDO officials and school administrators. The qualitative and quantitative findings were merged through simultaneous data analysis. The findings revealed that SDO Northern Samar has met the PRIME-HRM Level 2 – Maturity Level Indicators in the Systems, Practices, and Competencies of the four core Human Resource Management areas. The overall performance rating of 4.950 reflects the excellent service delivery of SDO Northern Samar. Further, most of the recipients of appointments and HR programs were teachers, followed by school administrators and non-teaching personnel. The high number of teachers who received training, seminars, and workshops indicates a strong emphasis on professional development for educators in the school system. The significant participation of school administrators in these events suggests a supportive organizational culture for professional growth. Moreover, most of the scholars receive courses from SEAMEO InnoTech, and most of the rewards and recognition being received are from the division level. These findings highlight the importance of providing opportunities for all staff members to enhance their skills and knowledge and the high level of excellence and dedication of the teaching, non-teaching, and teaching-related personnel within the division. These accomplishments were achieved through best practices in human resource management such as developing a comprehensive recruitment strategy that targets a diverse pool of candidates, providing support for new hires, regularly evaluating staff performance and providing feedback, and creating a culture of appreciation and recognition. Additionally, providing ongoing professional development opportunities, implementing a mentoring program, and developing a comprehensive compensation and benefits package are important for staff advancement and retention. These findings can help educational institutions improve their human resource management practices and enhance the quality of education they provide. Keywords: Human resource management, education sector, Philippines, PRIME-HRM, best practices, mixed methods DOI: 10.7176/JEP/14-11-03 Publication date: April 30 th 2023

The role of emotional intelligence and cross-cultural adjustment on job performance of self-initiated expatriates with origins from Central Asian countries

The current empirical study observes the impact of Emotional Intelligence (EI) and Cross-Cultural Adjustment (CCA) on Job Performance (JP) particularly Task Performance (TP) and Contextual Performance (CP) of Self-Initiated Expatriates (SIE) located in Central-Eastern Europe countries. The PLS SEM technique was implemented to analyze the data from a survey of 314 self-initiated expatriates. The findings showed that Emotional Intelligence has strong impact on CCA and Task Performance. As to CCA it has an influence on contextual performance. Considering that there have been few empirical investigations on the influence of Emotional Intelligence and cross-cultural adjustment on job performance of self-initiated expatriates, the insights gained from current study will contribute to the body of knowledge in the field of expatriate research, particularly in the areas of international human resource management and cross-cultural management. The practical significance of the findings will be valuable to HR professionals and multinational companies, especially in the area of expatriate selection, recruitment, and intercultural training and development.

Making bad things less bad? Impact of green human resource management on counterproductive work behaviors of grassroots employees: Evidence from the hospitality industry

Hotels are implementing green human resource management to respond to the growing environmental expectations from society. In this context, the impact of implementing green human resource management in the hospitality industry on the negative behaviors of grassroots employees remains to be further explored. To contribute in this field, this research collected 326 data from 1 to 5-star hotels in mainland China and analyzed them by constructing structural equation model based on social identity theory and social exchange theory. The research results confirmed that green human resource management inhibits the counterproductive work behaviors of grassroots employees toward organizations and customers, respectively, and that both organizational identification and work engagement have sequential mediating effects in the above relationships. Additionally, green human resource management has better inhibitory effects on counterproductive work behaviors of grassroots employees with higher levels of individual green value. By validating these relationships and testing for moderating and sequential mediating effects, this study helps to enrich the present literature in the area of green human resource management influencing employee behavior, especially on negative employee behaviors. The findings of this paper provide suggestions for hotel managers that could curb employees' negative behaviors through green human resource management practices and achieve an expansion of the non-green aspects of the advantages of implementing green human resource management in the hospitality industry.

Dynamics of Work from Home in The Time of Pandemic Covid-19 as The Implementation of The Industrial Revolution 4.0

The Industrial Revolution 4.0, which is echoing in Indonesia, will be proven during the Covid-19 pandemic viewed from the economic and social aspects through the application of work from home (WFH). Purpose: This study aims to analyze the implementation of the 4.0 industrial revolution through work from home during the Covid-19 pandemic on employee performance. Research methodology: determining to sample for research with purposive sampling technique as in total received 104 data. The collected research data is still acceptable because the rate-of-returned questionnaire is> 80%. The research hypothesis testing carries out using the Structural Equation Model (SEM) approach based on Partial Least Square (PLS). Results: From the results of the analysis carried out, found that only the first hypothesis, namely the use of information technology, was proven to have a significant effect on commitment, while the rest proved to be. Limitations: This study has restrictions to aspects tested referring to the respondents' perceptions. Contribution: The contribution of this research is in the area of human resource management, especially in terms of commitment, use of information technology, work-family conflict and performance.

AS INTRINCADAS RELAÇÕES SISTÊMICAS ENTRE MERCADO DE TRABALHO, RELAÇÕES DE TRABALHO E GESTÃO DE RECURSOS HUMANOS EM CONTEXTO PANDÊMICO

ABSTRACT The article analyzes how organizations interpret the systemic relationships among labor market and labor relations in their human resource management (HRM) strategies in the Covid-19 pandemic. Through a qualitative approach, four focus groups were carried out with 24 people managers, and interviews with four union representatives in cities at three regions in Brazil: Northeast (Fortaleza, CE), South, (Joinville, SC) and Central-West (Brasília, DF). The findings indicate knowledge gaps in the HRM areas about market and labor relations, similar HRM practices at different levels, institutionalized by a common repertoire; while the unions adapt to the new labor legislation. The pandemic context brought structural changes such as telework, adjustment to legislation and work organization; and behavioral including the health of workers. The study contributes theoretically by expanding the analysis of HRM under the institutional approach; methodologically it provides comparative research; and empirically illustrates HRM practices in different regions of the country.