Dimensions Of Human Resource Management Research Articles

Quality Analysis in Psychology Research on Human Resource Management in the Manufacturing Industry

This bibliometric study explores the quality of research in psychology concerning Human Resource Management (HRM) practices within the manufacturing industry. With a focus on assessing trends, patterns, and gaps in existing literature, the study employs a systematic approach to evaluate the depth and rigor of scholarly inquiry. Through a comprehensive analysis of publication metrics, including citation counts, authorship patterns, and thematic clusters, key insights emerge regarding the state of HRM research in manufacturing. Findings reveal a dynamic landscape characterized by diverse thematic clusters, ranging from the psychological dimensions of HRM to strategic practices and organizational behavior. While certain areas receive significant attention, such as psychology, strategic HRM, and HRM practices, others, including human capital management and industrial relations, are relatively underexplored. This study highlights the importance of addressing methodological inconsistencies and theoretical gaps to advance both theoretical development and practical implications in HRM research within the manufacturing sector.

Soft TQM for competitive advantage in the transportation sector: investigating green human resource management and stakeholder integration

PurposeRecent trends in total quality management (TQM) argue in favor of incorporating environmental concerns into TQM and considering external stakeholders. The aim of this study is to bring environmental consciousness in the soft TQM dimension of human resource management (HRM) and assess its interrelationship with stakeholder integration towards achieving a competitive advantage.Design/methodology/approachAn empirical study was conducted in the transportation sector, specifically targeting managers in Greek shipping companies involved in global cargo transport and vessel operations. A structured questionnaire was administered, yielding 109 responses. The collected data were analyzed using partial least squares structural equation modeling.FindingsThe findings reveal the positive effect of both green HRM (GHRM) and stakeholder integration on the innovation differentiation advantage and market differentiation advantage of shipping companies. Results confirm the complementary (partial) mediating effect of GHRM in the relationship between stakeholder integration and both types of competitive advantage.Research limitations/implicationsThe primary limitation resides in data collection exclusively from shipping companies in Greece. A longitudinal approach would be beneficial for examining how the relationship between variables changes over time.Practical implicationsThe findings of the study could assist shipping managers in their decisions to allocate resources for developing GHRM practices and for involving stakeholders in organizational practices to overcome competition.Originality/valueThis study contributes to the discourse on TQM by empirically investigating the combined impact of GHRM and stakeholder integration on competitive advantage – an aspect that has been relatively overlooked in existing literature.

Keterlibatan High Involvement Management untuk Menjamin Kualitas Manajemen Sumber Daya Manusia

Studies on human resource management (HRM) have been supported by previous research that there are best practices, high-involvement management (HIM) that can guarantee superior organizational performance. However, there are still concerns that contingency theory still applies, namely that the fit between the human resource system and its context, and in particular the organization's business strategy, is important, and thus, High-Involvement Management (HIM) will only outperform other systems in certain circumstances. In the 1990s, there was a spate of research that attempted to test whether High-Involvement Management (HIM) was indeed universally relevant. This journal reviews these studies. This journal first introduces the conceptual dimensions of HRM and performance. This suggests that the issues are more than a simple competition between universalism and contingency theory. There are more complex hypotheses linking human resource practices beneath the surface of the current literature. This journal reviews research based on these hypotheses, and shows that the studies provide an uneven picture. First, there are conceptual differences underlying the studies and, second, the results vary across studies, and the effects of High-Involvement Management (HIM) vary across performance measures, even within particular studies. Although quite a number of studies claim to support universalism, their claims are not always unequivocally supported by their research evidence, and it is premature to conclude that they support universalism. There is more support for the 'lean production' argument which emphasizes the interaction effect between DIA and total quality management on performance.

Analysis of The Influence of Human Resource Management on Innovation Mediated by Work Ethic in Government Office Employees West Sulawesi Province

This finding provides an overview as a critical study to encourage the realization of human resource management for efforts to increase innovation mediated by excellent work ethic, so the research is intended to examine and analyze the influence of human resource management on innovation through work ethic both directly and indirectly. Data was collected through observation and questionnaires at the State Civil Apparatus at the West Sulawesi Provincial Government with a sample of 341 people. The data was analyzed with a quantitative approach, descriptive statistical data analysis techniques, and Structural Equation Model (SEM) analysis. This study found that human resource management positively and significantly influences work ethic. However, human resource management has a negative but insignificant effect on innovation. It was also found that work ethic has a positive and significant impact on innovation and that human resource management has a positive and significant effect on innovation when mediated by work ethic at the West Sulawesi Provincial Government office. The Regional Apparatus of West Sulawesi Province is expected to optimize human resource management to increase the quality of public service innovation provided to customers. It must be able to implement various dimensions of human resources management more optimally so that a more positive work ethic spirit will be realized, resulting in better public services. Innovation is a significant variable to be improved so that various innovation efforts will encourage learning public service products that increasingly provide comfort to the people who become customers. Therefore, it is necessary to strengthen the application of human resource management to foster the spirit of work ethic further and simplify innovation at the West Sulawesi Provincial Government Office so that public services can benefit the community more.

An analytical study of the organizational functions in the football industry according to the human resource management dimension from the player’s point of view

The importance of the research is summarized in the importance of organizational functions only after Human resource management in the development of the team and the department as a whole, especially that of human resources It works to develop the team by exploiting all human capabilities to implement the plans and goals of the league clubs excellent The Iraqi football season 20 21-202 2 and the research problem appears in the weakness and lack of organizational functions and the determination of their specialization by the clubs and the lack of investment in the human resources available in those sports clubs mentioned One of the objectives of the research is to build and standardize a scale The organizational functions of Premier League football clubs from a point of view Players, as well as setting standard levels to measure the organizational functions of Premier League soccer clubs from the player’s point of view, as well as identifying the organizational functions According to human resources management for Premier League football clubs. The researchers used the descriptive approach using the survey method to suit the nature of the research, and the research community consists of Premier League football club players for the football season (2021-2022), and the sample was chosen by the intentional method and consisted of Premier League club players whose number is (663) players, as it reached The total number of those who underwent the experiment was (476) players, with a rate of (71.79%), and (182) players and (25) were expelled. A player for the reconnaissance experiment. As a result of this, the sample was divided into two parts, the first for the procedures for designing and building the scale, and the second for the purpose of applying the scale, as follows: First: The sample for building the scale: It included a number of players of the Iraqi Premier League football clubs (open), whose number was (244) players, as their percentage reached (51.26%) of the research community. Second: The scale application sample: It included (212) players, with a percentage of (44.53%) players from the research community.the researchers concluded The organizational functions and after the management of human resources have a major role In the development of sports clubs in the continuation of the competition and the achievement of the required goals, and the most important recommendations of the researcher is that it is the necessity of the presence of organizational functions according to the dimension of human resources management for sports clubs.

İşe Gömüşmüşlük; İnsan Kaynakları Yönetimi Uygulamaları ve Personel Güçlendirmeden Etkilenir mi; Türkiye ve Irak’ ta Bir Araştırma

It is important that employees contribute to the organization, work at high performance, embrace the organization's goals, and adapt so that organizations can achieve their goals, secure their existence and compete strongly. Harmony between the organization and its employees can be ensured by the employee's satisfaction with his job, his integration into the organization, his commitment to his work, his contribution to the organization's goals job embeddedness. The concept of job embeddedness, which answers the question of why employees stay in the organization, can be influenced by a number of variables. Considering the importance of continuity and harmony of health workers, who bear the brunt of the pandemic process that occurred in December 2019, in health care companies, The purpose of this study is to determine the effect of human resource management practices and personnel empowerment on job embeddedness in the health sector in two different countries, compare the results, develop proposals based on the data obtained, present new data to researchers, and contribute to the relevant literature. The research was conducted through a survey of health sector company employees in Turkey and Iraq. Analyzes of the data were made with SPSS 25.0 package program. As a result of the research: The salary and reward dimensions of human resource management have an effect on job embeddedness in companies in Turkey. In the enterprises in Iraq, data were obtained that the dimensions of education and performance evaluation were effective on job embeddedness. Another finding from the research is that personnel empowerment has an impact on job embeddedness in both countries.

The Main Dimensions of Human Resource Management and its Role in the Efficiency and Development of Administrative Performance in Industrial and Productive Companies in the Republic of Yemen

The study aims to identify the role of the main dimensions of human resources in the administrative performance of medium-sized industrial companies in the Republic of Yemen. The researcher used the descriptive and analytical approaches to achieve the objectives of the study and to test its hypotheses in the main dimensions of human resource management (selection and appointment, training, salaries and incentives, and evaluation. A questionnaire was used on (3) related axes. The five-point Likert scale, the statistical package (SPSS) and other statistical methods (weighted mean, standard deviation, regression analysis) were used. The average number of industrial companies in the Republic of Yemen consisted of (7) medium industrial companies. The study sample was selected from human resources departments and their administrative units in industrial and production companies. A total of 153 employees (managers and workers in all departments was targeted. The findings show that the targeted medium industrial companies are interested in the human element by rehabilitating, developing and improving their capabilities and their performance. However, there is sometimes a bias in the selection and appointment process while salaries and wages are fairly good in the industrial companies under study. The study recommended the need to follow integrity and transparency in the selection and appointment process and promote qualification and training of workers at the companies. In addition, permanent evaluation of employees performance process is required.
 Keywords: Human Resource Management - Selection and appointment - Salaries and incentives- Training and evaluation - Republic of Yemen.
 

THE EFFECT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON TEACHERS’ MOTIVATION IN CHINA

Human resource management (HRM) practices have impacted the organization in many ways. One of them is on the employees’ motivation. Within the context of education sector, HRM is significantly affecting the teachers’ motivation. Therefore, the purpose of this study was to examine the effect of HRM and teachers’ motivation with the assumption and predictability of key dimensions of HRM in relation to performance appraisal, recruitment, reward and training towards teachers’ motivation. A quantitative research methodology was applied, and four research questions were tested to determine the effect of HRM practices on teachers’ motivation in Beijing, China. The instrument used in this study was adapted from previous studies. The findings indicated that performance appraisal has the highest mean value of 4.006 followed by recruitment (3.97), reward (3.897) and training (3.873). The regression analysis showed that HRM have a significant positive influence on teachers’ motivation. This research has contributed to the HRM practices which are recruitment, training, reward and performance have the positive effect to teachers’ motivation. Teachers’ motivation is portrayed through their motivation to commit to the job, having high level of satisfaction to the job, gaining the value from the job, lesser stress feeling and job abdication consideration.

HRM Practices develop product differentiation and cost leadership strategy, enabling Organizations to attain competitive advantage: A narrative review

Human resource management practice (HRMP) has been broadly acknowledged and widely recognized by almost every organization. Many studies have been conducted to review the application of human resource management (HRM) and other aspects that have manifested and been determined to be true in a variety of scenarios. HRM practices have been found to be essential and effective in the delivery of services and socioeconomic growth. In well-established organizations, up-to-the-level performance and competition are impossible without the required skilled, well-motivated people working in a good human resource management program development. In both small and big educational institutions, a framework that relies on human resources management strategies for program implementation is required in an educational setting the most essential practices of human resource management are selection and recruitment, appraisal of performance, training and development, and reward and rumination systems. It is very pertinent for an organization to comprehend methods of attracting, retaining boast the Morales of those in the marketplace who are skilled and competent. Organizations by the virtue of implementation of soft dimensions of HRM become able to gain a competitive edge. From the available literature it very evident that through the procedures and practices of human resource management not only the performances of an organization are enhanced but it becomes able to get what is called “competitive advantage”.

Analysis of the Impact of Technological Advances Such as Big Data and AI on Gender Equity of People Management in Organisations

With the advent of Industry 4.0, the development of intelligent technology solutions (ITS) such as big data and artificial intelligence (AI) has brought some changes to organisational people management. To further understand the impact of the development of ITS on gender equity in organisational people management, this paper analyses the positive and negative aspects of organisational people management equity in the context of rapid technological development from the perspective of women in three dimensions of human resource management: recruitment, performance management and compensation management, and proposes corresponding solutions to these impacts to provide some reference ideas for ensuring gender equity in organisational people management.

Human resource management practices and organisational performance: Evidence from small and medium-sized enterprises in Australia

Small and medium-sized enterprises (SMEs) are the drivers of economic activities in Australia. The present study provides empirical evidence on the connexion between the four key dimensions of human resource management (HRM) practices and organisational performance, in response to the call by earlier researchers that the influence of specific HRM practices on organisational performance needs to be further investigated across different countries and organisational contexts. A survey among SMEs in the South-Western region of Sydney in Australia was conducted and self-reported measures were applied to attain data on HRM practice aspects and businesses’ performance. Regression analyses were employed to assess the proposed relationships, and it was found that all dimensions except training and development exhibited positive relationships to organisational performance, as hypothesised. Discussion on the findings is underlined, so as are the implications of this study, limitations, and avenues for future researchers.

Navigating recruitment paradox towards human resource productivity through ambidexterity

In human resource management, the first approach is to select and recruit an employee in accordance with the organisational goals and strategies. This study aims to identify the dimensions influencing the selection of an appropriate employee. It is typically a qualitative research based on grounded theory and in-depth and semi-structured interview. To collect data, 14 human resource experts have been interviewed by applying purposive sampling. Data analysis has been performed in three stages of open coding, axial coding and selective coding; accordingly, the research qualitative model has been designed. Findings indicated 16 core concepts, 25 categories, and 40 sub-categories that have been designed and explained in the form of a paradigm model including causal conditions, contextual factors, intervening factors, strategies, and consequences. Finally, the dimensions of human resource management in the field of recruitment were explained with the ambidexterity approach.

The effect of electronic human resources practices on employee satisfaction in private hospitals

The objective of the study was to determine the impact of electronic human resources practices on Employees Satisfaction in private hospitals in Jordan. The dimensions of electronic human resources practices are (e-recruitment, e-training, e- performance evaluation, e-rewards system, and e-communication). Data were analyzed using IBM SPSS and AMOS software. The population of the study involves all the physicians working in private hospitals in Jordan. Data were primarily gathered through self-reported questionnaires created by Google Forms which were distributed to a purposive sample of physicians via email. To achieve the objectives of the study and test hypotheses, the researcher used SPSS and path analysis. The study results showed that there is a statistically significant impact of electronic human resources practices on employee’s satisfaction. Considering study finding, the researcher recommends decision makers to provide the largest possible investment in modern technology, and to subscribe to databases that qualify doctors to practice electronic human resource management dimensions that were mentioned in the study and ensuring doctors’ job stability.

Willingness to Communicate and Collaborate: The Key Role of Educational Leadership in Primary Education

<p style="text-align:justify">This article aims to explore the views of primary school teachers regarding the educational leadership exercised by leader teachers at the human resource management level, and how this can affect their willingness to communicate and collaborate. The theoretical framework analyzes the dimensions of human resource management by a leader teacher, as a communication channel, team empowerer, and creator of a climate of trust. The research was carried out using quantitative method, with a closed digital questionnaire which was completed by 693 primary school teachers from whole Greece. Initially, the analysis was carried out through descriptive statistics and then selected questions were analyzed by statistical inference test. The findings show a shift towards the model of a transformational leader, despite the country’s education system remaining highly centralized. In addition, the findings show a correlation between democratic and cooperative staff management, with the axes of inspiration and responsibility on the teachers’ side. This article highlights whether the communication skills of a leader teacher affect the functioning of the school. The research was carried out during a pandemic and thus it was not possible to collect qualitative data using interviews with leader teachers so that we can have a comparative approach to the issue.</p>

Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations

AbstractDue to the demographic change in age, societies, firms, and individuals struggle with the need to postpone retirement while keeping up motivation, performance, and health throughout employees’ working life. Organizations, and specifically the Human Resource Management (HRM) practices they design and implement, take a central role in this process. Being influenced by macro-level trends such as new legislation, organizational HRM practices affect outcomes such as productivity and employability both at the firm and individual level of analysis. This editorial introduces the Special Issue on “Age-related Human Resource Management Policies and Practices” by conducting an interdisciplinary literature review. We offer an organizing framework that spans the macro-, meso-, and individual level and discusses major antecedents, boundary conditions, and outcomes of age-related HRM practices. Further, we propose a typology of HRM practices and discuss the role of individual HRM dimensions versus bundles of HRM practices in dealing with an aging and more age-diverse workforce. Building on these considerations, we introduce the eight articles included in this special issue. Finally, taking stock of our review and the new studies presented here, we deduct some recommendations for future research in the field of age-related HRM.

أثر المناخ التنظيمي في أداء موظفي الموارد البشرية في شركات التأمين الأردنية = The Impact of the Organizational Climate on the Performance of Human Resources Employees in Jordanian Insurance Companies

المناخ التنظيمي | أبعاد المناخ التنظيمي | إدارة الموارد البشرية | أبعاد إدارة الموارد البشرية | شركات التأمين الأردنية | Organizational Climate | Dimensions of Organizational Climate | Human Resources Management | Dimensions of Human Resources Management | Jordanian Insurance Companies

Management of Primary Teachers according to the Approach of Competency-based Human Resources Management

This research focus on how to ensure primary teacher’s management according to an approach of competency-based human resources management in theories as well as how to apply in the Van Ho District, Son La Province of Vietnam as a case study. Nine criteria and 48 indicators were identified according to the dimensions of human resources management A) Planning; B) Managing the plan; C) Monitoring/assessing the results and providing feedback for improvement. To obtain the data, five hundred people participated in the survey and seventy-seven people were involved in focus groups. The case study focuses on three human resource issues: 1) The primary teacher’s professional standard, which was used in primary teacher’s management in Van Ho (mainly based on professional standards regulated by the Ministry of Education and Training of Vietnam); 2) The policy framework for motivating and encouraging primary teachers regarding the teaching policies of Vietnam; and 3) How the processes of primary teacher professional development could be carried out in the Van Ho context. The results show the human resource potential solutions for resolving the issues.

Perceived Human Resource Management Practices and Demographic Profile of Staff at Private Higher Education Institutions in Oman

This study described the perceived implementation of human resource management (HRM) practices and staff’s demographic profile at private higher education institutions (HEIs) in the Sultanate of Oman. It further explored the relationship of staff profile and HRM dimensions. Purposive sampling was used with a 50 per cent response rate. The instrument is composed of two parts; the first part includes staff profile while second part consists of 10 HRM dimensions clustered in 36 HRM practices. The findings revealed that all HRM dimensions were often applied and more than half of the respondents were academic staff, expatriates, male, and from affiliated, and college HEI. As to relationship, it was found that staff’s designation and residential status had high significant relationship in most of the HRM dimensions while staff’s HEI affiliation, classification and gender had high significant relationship with two HRM dimensions.

Gestión de Recursos Humanos y la Productividad de los Trabajadores en la Empresa Ladrillera Maxx en Tacna

Este artículo analizó teórica y estadísticamente la relación entre la gestión de recursos humanos con la productividad de los trabajadores en la empresa Ladrillera Maxx en Tacna, una empresa privada peruana de fabricación de ladrillos y afines. Esta investigación utilizó la técnica estadística del coeficiente de correlación de Pearson para investigar las relaciones de ambas variables en una muestra de 92 trabajadores. La investigación fue de nivel descriptivo correlacional de naturaleza cuantitativa, el método de recolección de datos fue una encuesta utilizando un cuestionario adecuado. Los resultados del análisis de datos mostraron que existe correlación significativa entre las seis dimensiones de la gestión de recursos humanos con la productividad de los trabajadores en la organización estudiada. Se demuestra la necesidad que tienen las organizaciones de incorporar la gestión de capital humano como parte de sus estrategias de desarrollo, ventajas competitivas y mejora de proceso.

Evaluation of social accountability in hospital managers.

BACKGROUND:Today, hospitals need managers who, in addition to having the necessary skills for management and leadership, are accountable to stakeholders, especially the community. Accordingly, the purpose of this study was to evaluate the social accountability of managers of public and private hospitals in Tehran.MATERIALS AND METHODS:The present study is descriptive-analytical and cross-sectional and was performed on 155 managers of selected public and private hospitals in Tehran. The research tools included a demographic characteristic questionnaire and a researcher-made social accountability questionnaire for managers. Data analysis was performed using descriptive and inferential statistics in SPSS 22 software.RESULTS:The situation of social accountability in the managers of public hospitals was at a weak level and in the managers of private hospitals in Tehran was at a good level. In comparing the status of social accountability and its dimensions in the managers of public hospitals with the managers of private hospitals, the status of social accountability in the dimensions of human resource management, quality improvement, executive management, and overall social accountability were significantly different from each other (P ≤ 0.05). However, in terms of governance, the status of social accountability of public hospital managers was not significantly different from private hospitals (P ≥ 0.05). Overall, the results of social accountability in private hospitals were better than in public hospitals.CONCLUSION:The social response status of managers in private hospitals was better than public ones. Lack of attention of managers to social accountability affects the quality of other educational, health, and medical services. This fact raises the need for managers to pay more attention to the issue of social accountability.