Field Of Human Resource Management Research Articles

Recruitment, selection and retention of health professionals in indirect management and private management entities

The recruitment and retention of professionals in indirectly managed and privately managed health care institutions is governed by a different regulatory framework than in directly managed institutions. That legal framework is the Workers' Statute, which contains its own regulatory elements in terms of bargaining power and general basic conditions, among others. The regulatory framework of the Workers' Statute allows for a broad capacity for management, negotiation and agreement in the field of human resources management, and specifically in the processes of recruitment, selection and retention, but for some years now basic legislation and interventions by public control bodies have been incorporated which have modified this discretionarily for indirect management entities, bringing them closer and closer to the system of administrative management for civil servants/statutory employees, and consequently limiting the capacity for decision making and adaptation typical of business/private management. This article attempts to explain the similarities and differences between the different areas of management and to explore the weaknesses and opportunities of each of them in terms of recruitment, selection, and retention policies, offering a specific reflection on the selection of executives and managers, as well as an analysis and assessment of the retention of professionals in healthcare institutions.

The Effect of Motivation and Work Environment on Employee Job Satisfaction (Case Study at PT. Latexindo)

Employee job satisfaction is an important factor in achieving productivity and good performance in an organization. This study analyzes the understanding of the factors that affect employee job satisfaction can help companies in improving employee performance and retention. This research uses a case study approach involving employees at PT. Latexindo as a research sample. Data was collected through questionnaires given to employee respondents. The variables studied include motivation, work environment, and job satisfaction. Motivation is measured by the level of needs met and the drive to achieve goals. Work environment is measured by factors such as co-worker support, leadership, and physical condition of the workplace. Job satisfaction is measured based on employees' perceptions of their jobs, including salary, recognition, and career development opportunities. The results of this study are expected to provide a better understanding of the factors that affect employee job satisfaction at PT. Latexindo, so that companies can take appropriate steps to improve job satisfaction and employee performance. The data analysis technique used is the Quantitative method using the help of SPSS version 29. This study used Multiple Linear Regression. Primary data collection using questionnaires. Research shows that motivation partially has a positive and significant effect on job satisfaction at PT. Latexindo where tcount 2.990 > ttable 1.687 and significance 0.005 < 0.05. The work environment partially has a positive and significant effect on job satisfaction at PT. Latexindo where tcount 0.877 > ttable 1.687 and significance 0.386 < 0.05. Motivation and Work Environment simultaneously affect and significantly affect job satisfaction at PT. Latexindo Toba Perkasa where Fcalculate is 5.399 while F table is 3.25 and significant 0.05. The results of the research make an important contribution in the field of human resource management. The research can also provide valuable input for other companies in their efforts to improve employee satisfaction and performance.

HR innovation through inter-organizational HR collaboration

PurposeStudies of inter-organizational relationships have traditionally overlooked the human resource management (HRM) field, with most research focusing on collaborations in the technical domain. This study endeavors to explore the impact of organizational human resources (HR) collaborations on HR innovativeness, drawing on theories about organizational learning capabilities to explain this connection. By analyzing the synergies arising from inter-organizational HR collaborations, this study aims to seek to shed light on the potential for HRM to contribute to organizational performance and foster innovation.Design/methodology/approachThe study is based on a quantitative survey conducted among 326 Dutch companies. The survey aims to find out whether these companies collaborate with other organizations on HR-related issues, the extent to which they renew their HRM function, and whether they apply organizational learning practices. The data collected for the survey are analyzed using Hayes PROCESS macro to investigate mediation effects.FindingsAs per the study, HR collaboration results in innovation. The research suggests that collaborating with HR across different organizations significantly contributes to HR innovation. This relationship can be explained by the inter-organizational learning practices that organizations adopt. Therefore, when organizations collaborate with each other, they learn from each other, which enhances their learning capabilities and ultimately leads to HR innovation.Originality/valueThis study delves into the extent to which organizations collaborate on HR-related issues, which is a relatively new field. Moreover, it contributes to the research on the connection between inter-organizational relationships and innovation by showing how much of it is explained by organizational learning.

Bibliometric insights into HRM and innovative work behavior nexus: tracing past, present and future developments

PurposeThe capacity of organizations to adapt swiftly and implement innovative approaches has ignited discussions about which human resource management (HRM) practices can foster creativity and innovative work behavior (IWB) among employees. Research suggests that IWB thrives in an environment where HRM acts as the architect, influencer and developer. However, our understanding of the specific HRM practices that promote innovative work behaviors remains limited. Existing studies offer scattered and occasionally conflicting insights, particularly concerning measurements and theoretical frameworks that could enable greater generalizability. Consequently, a comprehensive review of the relationships between HRM, innovation and IWB could provide clearer evidence about how HRM impacts innovation. This research presents a bibliometric analysis of research on the relationship between HRM and IWB. The purpose of this analysis is to provide an in-depth overview of the current state and future prospects of HRM and IWB by examining past and current research trends and predict future research directions.Design/methodology/approachThe study used a bibliometric approach to collect 280 journal articles from the Web of Science database. The study identifies the most influential publications, outlines the knowledge structure and forecasts future trends using co-citation and co-word analysis.FindingsThe results of the co-citation and co-word analysis revealed the existence of four clusters. While acknowledging some limitations, this review sheds light on the expanding field of HRM and IWB research.Practical implicationsThe study provides a comprehensive understanding of HRM and IWB as well as insights into future advancements in the field.Originality/valueThis is the first study to use bibliometric analysis based on the Web of Science (WOS) database to conduct a quantitative evaluation of the HRM practice and IWB literature.

Problems of bias and discrimination of human capital in artificial intelligence systems

The article is devoted to the study of the genesis of understanding the causes of bias and discrimination of human capital from traditional forms to the era of digitalisation and artificial intelligence (hereinafter referred to as AI). In this article, the authors continue their case studies in the field of studying the ethics of AI, advantages and risks of its widespread distribution and use. The main purpose of writing this work is to study the question of how the use of AI and algorithmic solutions aggravates the problem of bias and discrimination of human capital which is inevitably associated with the emergence of AI. The authors of the article present a brief overview of the retrospective, discover new modern forms of discrimination generated by the action of AI and subject them to open discussion, offering their vision of solving issues on neutralisation the risks caused by the use of AI technologies in relation to certain groups of workers. The authors consider in the article the manifestations of bias and discrimination in society in general and in the field of human resource management in particular, identify possible threats of discrimination as a result of the spread of AI and the consequences of these threats.

Motivation, work experience, and teacher performance: A comparative study

This research study investigates the effect of intrinsic and extrinsic motivation on employee performance, with a specific focus on the moderating role of employees' work experience. This investigation utilizes a proposed framework, focusing on higher educational institutions in West Bengal, India. It contributes to the human resource management field by comparing teacher performance in private and government academic institutions based on their motivation levels. The study employs a quantitative approach, collecting data from 250 teachers in West Bengal, India, using a structured questionnaire. The dataset underwent analysis employing Partial Least Squares Structural Equation Modeling (PLS-SEM) due to its inherent capacity to accommodate smaller sample sizes while delivering precise and insightful outcomes. The results indicate a strong positive relationship between intrinsic and extrinsic motivation and teacher performance in both types of institutions. Work experience moderates the connection between intrinsic motivation and performance in both sectors but has no significant impact on the relationship between extrinsic motivation and performance in private academic institutions. This study links a gap in the literature by empirically exploring the impact of teacher motivation on their performance and provides valuable insights into the complex interplay among motivation, work experience, and performance. Practically, it emphasizes the importance of employee motivation and accumulated work experience in enhancing performance. This study attempts to underscore the role of work experience as a moderating variable, thereby contributing to the novel discourse in the educational landscape of the post-pandemic era. The findings demand to identification of diverse organizational developmental drivers as work experience does not exhibit a strong mediation effect. However, limitations such as potential response bias should be considered in future research in this area.

Study on Mapping of Qualification, Occupation, and Competence in Human Resources Management to Improve Link and Match Between Industry and Education Program

This study aims to map qualifications, jobs, and competencies in the field of Human Resource Management (HRM) to improve compatibility between industry and educational programs. Using the Rapid Assessment Process method, this study identifies job structures that can be described in accordance with regional competency standards and national qualification frameworks. The results showed that there is a match between industry needs and educational outcomes in the field of HRM. The research successfully formulated an interface model between the structure of the job map, skill sets in the educational operational curriculum and certification schemes, allowing the identification of links and fits between industry needs and educational outcomes. Recommendations for advanced research include increased collaboration between educational institutions and industry in curriculum development, using competency-based approaches, and implementing standardization and accreditation for qualifications and competencies in various industries. This research presents important contributions in mapping qualifications, occupations, and competencies in HR relevant to current and future industry needs.

MOTIVASI KERJA, LINGKUNGAN KERJA, DAN KINERJA KARYAWAN PERUSAHAAN ASURANSI X

Employee management is an important aspect that needs to be considered by the company. In the field of Human Resource Management, employees are considered an asset that needs to be managed by the company. The importance of employee management is related to the strategic goals that the company has planned and will achieve within a predetermined time. Companies that pay attention to employees well can have a positive impact on the ability to acquire and retain customers, especially in the service sector. Companies that offer insurance services certainly compete to offer a variety of services to potential customers. This study examines one of the insurance company branch offices in Semarang with a total number of employees as a population as well as a saturated sample of 34 people. Motivation and the work environment were investigated for their influence on employee performance. In this study, questionnaires were distributed online to collect data from respondents. The data collected was processed using the multiple linear analysis method, which was carried out using the help of the SPSS version 29 program. The results of this study indicate that work environment and work motivation affect employee performance positively.

The role of Green Leadership, Green Work Engagement and Job Characteristics Mediation in Improving Performance PT. Hutan Sawit Lestari in Central Kalimantan, Indonesia

Research in the field of human resource management that leads to green practices, a policy in human resource management to promote the importance of the environment and sustainable use of resources. This research leads to work trends based on a work environment with green leadership, green work engagement, job characteristics in improving performance. Research was conducted at the company PT. HSL in East Kotawaringin, Central Kalimantan Province, Indonesia. This type of quantitative research used a questionnaire of 60 respondents among office employees, and analyzed using SEM PLS 4.0. The research results show that some hypotheses are significant and some are not significant. The highest influence is green leadership and green work engagement in improving performance. The implications of these results can be taken into consideration by companies in improving performance and promoting sustainable use of resources, strengthening environmental sustainability and increasing employee commitment to protecting the environment

Militancy in the Perspective of Industrial and Organizational Psychology

Resilience in the face of change, adversity and uncertainty is an attitude that illustrates the spirit of militancy. The research team observed that there is no standard concept of militancy and its application in organizational life. The terms militant and militancy are often interpreted negatively in Indonesia, as they are associated with radicalism and terrorism (Purwastuti, 2011). In fact, in the Big Indonesian Dictionary (KBBI), militant means "high spirited, passionate and hard-nosed", while militancy means "toughness in fighting (facing, difficulties, fighting, and so on)". The purpose of this research is to find formulations and develop concepts about militancy from the perspective of Industrial and Organizational Psychology, especially in human resource management. The benefits of this research are expected to emerge a steady concept of militancy from which a measuring instrument and intervention program can be developed to improve militant attitudes in industrial and organizational settings. The research approach used in this study is a qualitative approach with data collection methods, namely interviews. Respondents in this study are academics and practitioners who are involved in military psychology and practitioners in the field of Industrial and Organizational Psychology, especially in the field of human resource management (HRM). The results of this study are expected to be the basis for improving the quality of human resources in the organization through increasing the attitude of militancy in its human resources.

Attachment and adjustment in expatriate reactions to the 2011 Tohoku disasters

Purpose This study aims to develop an extended social attachment model for expatriates, integrating a multiple stakeholder perspective, to understand evacuation decisions during disasters. Design/methodology/approach Through interviews with 12 Tokyo-based expatriates who experienced the 2011 Tohoku earthquake, tsunami and nuclear disasters, this study collects the lived experiences of a diverse set of expatriates. This data is analyzed abductively to map relevant evacuation factors and to propose a reaction typology. Findings While the 2011 Tohoku disasters caused regional destruction and fears of nuclear fallout, Tokyo remained largely unscathed. Still, many expatriates based in Tokyo chose to leave the country. Evacuation decisions were shaped by an interplay of threat assessment, location of attachment figures and cross-cultural adjustment. The study also discusses the influence of expatriate types. Practical implications Disaster planning is often overlooked or designed primarily with host country nationals in mind. Expatriates often lack the disaster experience and readiness of host country nationals in disaster-prone regions in Asia and beyond, and thus might need special attention when disaster strikes. This study provides advice for how to do so. Originality/value By unpacking the under-researched and complex phenomenon of expatriate reactions to disasters, this study contributes to the fields of international human resource and disaster management. Specifically, seven proposition on casual links leading to expatriate evacuation are suggested, paving the way for future research.

Exploration on human resource management and prediction model of data-driven information security in Internet of Things

The advent of the Internet of Things (IoT) has accelerated the pace of economic development across all sectors. However, it has also brought significant challenges to traditional human resource management, revealing an increasing number of problems and making it unable to meet the needs of contemporary enterprise management. The IoT has brought numerous conveniences to human society, but it has also led to security issues in communication networks. To ensure the security of these networks, it is necessary to integrate data-driven technologies to address this issue. In response to the current state of human resource management, this paper proposes the application of IoT technology in enterprise human resource management and combines it with radial basis function neural networks to construct a model for predicting enterprise human resource needs. The model was also experimentally analyzed. The results show that under this algorithm, the average prediction accuracy for the number of employees over five years is 90.2 %, and the average prediction accuracy for sales revenue is 93.9 %. These data indicate that the prediction accuracy of the model under this study's algorithm has significantly improved. This paper also conducted evaluation experiments on a wireless communication network security risk prediction model. The average prediction accuracy of four tests is 91.21 %, indicating that the model has high prediction accuracy. By introducing data-driven technology and IoT applications, this study provides new solutions for human resource management and communication network security, promoting technological innovation in the fields of traditional human resource management and information security management. The research not only improves the accuracy of the prediction models but also provides strong support for decision-making and risk management in related fields, demonstrating the great potential of big data and artificial intelligence technology in the future of enterprise management and security.

Challenges and Opportunities for Corporate Human Resource Management in the Context of Artificial Intelligence

With the continuous development and maturity of Internet technology, big data and artificial intelligence have gradually become the new products of the 21st century, and their applications are expanding while promoting the development of science and technology. As artificial intelligence has the advantages of fast, accurate and convenient, its application in the field of enterprise human resource management has brought a new working mode for enterprise human resource management and put forward higher requirements for enterprise human resource managers. On this basis, this paper gives an overview of the development and application of artificial intelligence, discusses the specific application of artificial intelligence in enterprise human resource management, focuses on the challenges and opportunities faced by enterprise human resource management in the context of artificial intelligence, and aims to bring technical support to relevant departments.

The impact of digitalization on employees' future competencies: has human resource development a conditional role here?

PurposeThe purpose of this paper is to research the impact of digitalization on employees' future competencies and the conditional role of human resource development (HRD) in the relationship between independent and dependent variables.Design/methodology/approachEmpirical research covered 1209 enterprises from all of Slovakia, Poland and the Czech Republic. The research was conducted from 2019 to 2021. Using structural equation modeling (SEM), a theoretical model was tested and verified.FindingsConfirmatory factor analysis has shown a good fit for the tested model. The purpose and character of our data showed a good alignment with the SEM partial least squares method, as the goal is to predict a construct. The model showed that employee-oriented digitalization positively affected the employees' future competencies, with no impact of customer-oriented digitalization treated as a control variable. Also, the moderating role of HRD has not been shown to be significant for the “digitalization – competencies” relationship.Originality/valuePrevious studies on the development of personnel competencies treated these competencies as antecedents of digital transformation and examined the formal role of HRD in building the competencies. The novelty of this study lies in exploring the pattern of interactions among the impact of an environment built by innovative technologies and HRD on the competencies of the future. Also, the research embedded in the environment of Poland, the Czech Republic and Slovakia has contributed to the complex understanding of the transition to digitalization, as this region has often been omitted in the field of human resource management (HRM) research focused on exploring digital transformation.

The Master of Business Administration (MBA) Advantage for Police Chiefs: A Case for Studying Business for Law Enforcement Leadership

Historically, two advanced degrees — the Master of Criminal Justice (MCJ) and the Master of Public Administration (MPA) — have been considered the preferred choices for those seeking the highest ranks of law enforcement leadership. However, in recent years, characterized by rapid social change, technological progress, and growing public attention, the role of the police chief has evolved into a multifaceted leadership position that goes far beyond the traditional responsibilities of law enforcement. It covers a broader set of duties related to leadership and management communications in police units, organizational effectiveness, strategic management, administration, and control, effective financial resources and budgeting management, communications and accountability in local communities, and ethical decision-making to overcome the multifaceted challenges of modern police activity. The article argues that the degree of Master of Business Administration (MBA), known for its adaptability and versatility, can become a powerful alternative to MCJ and MPA today, as it provides police leaders with a more universal educational base, a comprehensive set of business skills and specialized knowledge, becomes more extensive, practical and an actual form of education of capable and adaptive police management personnel, allows to best prepare them for dynamic changes and transformation of job roles. The article critically examines to what extent and when solving which tasks the heads of police departments need knowledge and skills according to the traditional attributes of an MBA: in the field of financial management, strategic planning, leadership, and human resources management, effective and crisis communication, negotiation, interaction with the public, business ethics. The specifics of the application of the main attributes of those theories that are traditionally studied within the MBA program for the role of heads of police departments are analyzed: the theory of servant leadership, the theory of situational leadership, the theory of managerial economics, PESTEL analysis, and the theory of human relations. As a conceptual inquiry, this article lays the groundwork for continued research in this area to explore the MBA and its content courses as a useful tool for developing the skills and abilities of law enforcement leaders.

ADOPTION OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANISATIONAL WELLBEING IN THE GHANAIAN SERVICE SECTOR

Global environmental imbalances have compelled businesses to adopt strategic initiatives towards the preservation and sustainability of the natural environment. This study examined the effect of green human resource management adoption on organisational wellbeing, in terms of employee innovation and creativity, environmental performance, organisational efficiency, and reputation, as well as talent attraction. The study was cross-sectional in nature and utilized a survey instrument for data collection. The study purposively selected 350 respondents from selected firms in the Ghanaian service sector, of which 213 responded to the items. The Partial Least Squares Structural Equation Modelling analytical method was used for data analysis. The findings of the study revealed that the adoption of green human resource management practices has a positive effect on all the variables studied, with organisational reputation having the highest effect. The study has both theoretical and practical implications in the field of human resource management and environmental management in emerging economies.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/lit/0158/a.php" alt="Hit counter" /></p>

A Study of the Work-Life Balance of IT Professionals in Bengaluru: An Empirical Investigation

This study analyses the degree of work-life balance and challenges among IT Professionals of Bengaluru-based IT companies. The study has used both quantitative and qualitative analysis by using random and snowballing techniques to study the population. A structured questionnaire through an online survey form is used to collect the data. Smart PLS and IBM SPSS have been used to test the relation PLS algorithm and bootstrapping for quantitative analysis. For qualitative analysis, we used one on one interview method. We found 63 percent of responses for work-life balance can be explained from the WLB model and that females had better work-life balance and less pressure than male professionals. The study’s outcome lies in female employees compared to male employees. This research has implications for scholars and practitioners in the field of human resource management, as well as novelty in the field of organizational development and growth in particular.

HUMAN RESOURCE MANAGEMENT IN CHINA UNDER ECONOMIC GLOBALIZATION

Economic globalization is the development characteristic and advantage of modern economy, especially the in-depth development of knowledge economy and people-oriented era, which has become the decisive factor of the world economy in the 21st century. In this context, competition among countries increasingly revolves around the quantity, quality and development level of human resources. This transformation has brought both opportunities and challenges to human resource management (HRM) in China. Economic globalization has prompted China's human resources management concepts to be re-examined and updated, and the field of human resources management has shown a more diversified pattern. The subjects of human resources management are constantly changing, and it is necessary to adjust the human resource’s structure and improve the overall quality of the workforce. While economic globalization has brought opportunities to China, it has also brought tremendous pressure to China's human resources management. Fierce international competition has posed a severe test to human resources and challenged traditional human resource management methods and structures. This article deeply explores the impact of economic globalization on human resource management in China. It analyzes how China's human resources management responds to the emergence of diverse talent market, the growing demand for cross-cultural skills, the fluidity of global talent flows, the need for technology and digital transformation, and the regulation and compliance faced in operations challenge. Globalized environment. By understanding and responding to these changes, China's human resource management can proactively respond to the changing situation and seize the opportunities brought by economic globalization.

Understanding the evolution of international human resource management research: a bibliometric review over the past 25 years (1995–2019)

PurposeThe aim of this paper is to offer a comprehensive overview of the field of international human resource management (IHRM) research by tracing its evolutionary development over a 24-year period. The study seeks to understand how the field has progressed by considering historical research themes and their subsequent integration into more recent scholarly work, thereby identifying current and emerging research trends.Design/methodology/approachThis paper employs bibliometric analysis to examine the evolutionary path of IHRM research from 1995 to 2019. A dataset of 1,507 articles from journals specializing in IHRM, international business and general management was created. Analysis at the keyword, thematic and network levels was conducted to identify trends, historical context and the interrelatedness of research themes.FindingsThe analysis reveals that IHRM research has gone through several phases of thematic focus, from initial emphasis on cultural differences and expatriate management to more recent topics like global talent management and digital transformation. Earlier research themes continue to be incorporated and re-contextualized in modern scholarship, highlighting the field’s dynamic nature.Originality/valueThis paper is one of the first to use a bibliometric approach to systematically examine the evolution of IHRM research. It not only provides a historical perspective but also outlines future research trends, incorporating the institutional logic perspective. The findings offer deep insights that are valuable for researchers, practitioners and policymakers interested in the development of IHRM research and its practical implications.

Research on Big Data and Artificial Intelligence Driven Human Resource Management Innovation

This paper focuses on the application and innovation of big data and artificial intelligence in the field of human resource management. With the continuous development of information technology, big data and artificial intelligence have become indispensable and important tools in enterprise management. In the field of human resource management, the application of big data and artificial intelligence provides enterprises with more accurate and efficient management methods and promotes the innovation and development of human resource management. This paper first introduces the basic concepts and characteristics of big data and artificial intelligence, and then analyzes their applications and innovations in recruitment, training, performance management, and employee benefits. Next, the paper discusses specific cases of big data and artificial intelligence in human resource management and evaluates their effects and impacts. Finally, the paper summarizes the roles and challenges of big data and artificial intelligence in human resource management and looks ahead to the future.