HRM Factors Research Articles

The influence of green human resource management on university sustainability in higher education: the role of mediating environmental performance and green commitment.

The purpose of the research is to examine how green human resource management (GHRM) contributes to the sustainability of the university. This study also focuses on how environmental performance and dedication to sustainability can act as mediators. Additionally, it seeks to examine the interplay between GHRM practice and university sustainability and how green environmental success and green dedication moderate that interaction. As the primary technique of data collection, a survey questionnaire on green HRM and environmental factors was distributed to a total of 273 university staff at Majmaah University in Saudi Arabia. The results of staff environmental performance and commitment point to a beneficial impact on sustainability in higher education institutions. Our study also demonstrates that when an employee scores highly on green performance evaluation and appraisal, the impact of green HRM practices on green dedication is more significant. By connecting green HRM practices to university sustainability through sustainability impact and green commitment, the current study adds fresh theoretical insights into the field of environmental management literature. Our findings give staff members advice on how and when to use green HRM techniques to improve university sustainability in higher education institutions.

The impact of selected HRM factors on company´s survival of SMEs: Empirical research in V4 countries

This paper aimed to present and quantify the impact of significant HRM factors on the survival of SMEs in the V4 countries. In June 2022, researchers conducted a study in the Visegrad Four countries to understand the attitudes of SMEs. The study employed a random sampling method and included 1,398 respondents. The established scientific hypothesis was verified using linear regression modelling at a significance level of ɑ = 5%. The study found a link between specific HR practices and the medium-term survival of SMEs in the Visegrad Four countries. The intensity of this dependence varies across the V4 countries. Czech respondents emphasized the importance of investing in improving the qualification of their employees in the context of firm sustainability. At the same time, Slovak SMEs drew attention to the importance of the existing incentive system for employees. SMEs in Poland strongly and positively perceived the importance of human capital in the company and regular evaluation of employee performance in their attitudes. A somewhat surprising finding is that in Hungary, the individual HRM factors were not statistically significant. The aggregate model for all V4 countries showed the highest intensity of dependence between the defined variables.

A Study on Effect of High-Performance HRM Factors on Business Performance According to Entrepreneurial Innovativeness

A Study on Effect of High-Performance HRM Factors on Business Performance According to Entrepreneurial Innovativeness

Human Resources Management influence on projects performance: A Study of Contractors Professionals Working on Construction Projects in Egypt

The Research is about the human resources management influence on Project Performance, A study related to contractors professionals that are working on construction projects in Egypt. Ten major HRM Factors (objectives and goals, job description, staffing and recruitment, training, communication, leadership, team relationship, retaining people, trust and values and finally appraisal and motivation) were assessed for their relation and influence on both cost and Time project performance, A sample of 105 respondents replied with how HRM factors were implemented and how were their team effectiveness on their Egyptian construction projects, also giving their actual project measuring of performance, analysis had been done including all collected data, descriptive analysis and also correlation tests were implemented in this study, mainly 8 HR factors out of 10 were significantly correlated with cost performance, also 4 out of 10 HR factors were significantly correlated with time performance. Results indicating that HRM Factors have an impact and relation to project performance, but not a governing factor.

The Role of HRM Factors in Improving Performance Analysis of Local Government Financial Reports

The central government authorized the local government to manage its finances independently in the regional autonomy system. The local government system must be transparent and accountable. The Report on Local Government Finances is one of the government tools to accountable it. However, based on the audit report in 2017, the Local Government Finances the Government of Musirawas, South Sumatera, Indonesia found inaccuracy. The research aims to examine the factors that influence the quality of the Local Government Finance of the Government of Musirawas, South Sumatera, Indonesia. The number of respondents is 110 persons from the government apparatus who represent their working unit of the Finance Management in the Government of Mursirawas, South Sumatera, Indonesia. The research utilizes a Structural Equation Modelling (SEM) method. The research results showed that the Performance quality of the LAPD in the Government of Musirawas, South Sumatra, Indonesia, is simultaneously influenced by the competency of the Apparatus human resources, motivation, and the local accounting system; partially, it was influenced by the apparatus human resource competency.

Sustainable HRM Practice and Organisational Excellence: An Empirical Analysis

<p>The paper rethinks the role of sustainable human resource management practices in achieving corporate excellence, using the case of Oman, an emerging Arab Gulf economy currently pursuing an economic diversification strategy tagged Oman Vision 2040. The paper is based on the survey data collected from 212 workers and managers working in the nation’s capital city, Muscat, between December 2020 and February 2021. The respondents were randomly surveyed across Oman Vision 2040’s priority economic diversification agenda sectors: investment management, infrastructure, energy, banking, and telecommunication. The analysis includes 22 data points covering essential HRM practices, including recruitment, compensation, motivation, organisational training, and learning and development. The IBM Statistical Package for Social Sciences (SPSS) was used for the data analysis. Descriptive statistics and hypothesis testing of Karl Pearson’s <em>r</em> correlation, emphasising the p-value < 0.01 interpreted to be highly significant at a 1% significance level, are presented. Adopting HRM as a strategic partner in a business model significantly impact organisational excellence, especially concerning staff training and appraisal system. However, while country-specific factors might influence the HRM practice in the domestic context, the expected association between Omani strategic HRM factors, such as labour laws, expatriate workforce, and foreign education and organisational excellence, may not be supported by the current empirical evidence. The research also found a weak correlation between job performance and employee appraisal systems. This paper used survey data from human beings, workers and HRM managers, whose responses might be open to distortions; further research is required to confirm these results using multiple data sources. The need to encourage creativity and innovation in job performance through continuous on-the-job training and development leveraging technology and data analytics applications is acknowledged. The implications for rethinking SHRM practices and policies towards developing a new intrapreneurial, well-motivated, adaptive, and trained workforce are documented. Human capital’s adequacy and quality have been widely recognised as critical to any organisation's value-creation goal. Still, research to date is somewhat inconclusive on what the priority HRM practices should be in the contemporary fast-paced, technology-driven business environment. This research makes a theoretical and empirical contribution to scholarly discussions on the role of SHRM practices in modern organisations. It also adds value to SHRM research and practice. The present research may be the first Oman-specific SHRM study with empirical perspectives from the Covid-19 pandemic.</p>

COMPARISON OF HRM IN INDUSTRIAL AND IN PUBLIC SECTORS IN GREECE

In contemporary socio-economic conditions, both private and public organizations focus on higher growth rates. This can be achieved through streamlining the human resource management in the organizations to enhance productivity. In this respect, it is essential to understand the prevailing HRM practices and their impact on the public and private employees of Greece. The current study to enable the transition of firms’ effective and flexible organizations undertakes a comparative analysis of the prevailing HRM practices. The comparison of the perception of employees reveals similarities in terms of internal, HRM, and leadership factors. While, there is a difference in opinion for the factors of external, leadership, employee commitment, ownership culture and people, policy plus the process which is observed among private and public sector employees.

Mediating Role of Organizational Commitment: Hrm Factors Affecting the Employee Performance

This review expects to analyze the effect of human assets, the executives' arrangements on hierarchical responsibility, and the exhibition of the representatives. The review encased the strategies factor as an autonomous variable and the representative's exhibition as a reliant factor. This concentrate additionally plans to explore the job of association, the job of "hierarchical responsibility," as a middle person variable between the arrangements if (HRM) and the exhibition of the worker and to accomplish these points. The specialist has utilized the expressive scientific strategy, which addressed utilizing to check the construction reality of the review factors coming to utilize. The review has closed many outcomes, and quite possibly, the main result is that there is a positive association between human resources, the leaders, and the worker's presentation. The concentrate likewise tracked down an aberrant constructive outcome to the executives' human asset through the association responsibility with the rate higher than the immediate effect; the exploration progressed that all police creators of HRM and result in growing the representative's presentation.

Linkage of strategic HRM, cultural and behavioral factors with the performance strategies in small scale industries

Linkage of strategic HRM, cultural and behavioral factors with the performance strategies in small scale industries

Human Resources Management Factors as determinant of Quality of Work Life in UBA Plc

This Paper examined the role of HRM factors in achieving Quality of work life in the organization. The main objective of this paper therefore was to determine any significant relationship that main exist between HRM factors such as Engagement , Talent Management , Compensation, learning and development on the one hand and quality of work life on the other. The study adopted cross sectional design and employ survey as the research strategy to elicit responses from respondents in UBA PLC. The study employed the use of questionnaire as the main research instrument. It was revealed from the hypotheses tested that HRM factors are significantly related to work life balance, and therefore HRM factors are major determinants of quality of work life in the organization.

Human Resources Management Factors as determinant of Quality of Work Life in UBA Plc

This Paper examined the role of HRM factors in achieving Quality of work life in the organization. The main objective of this paper therefore was to determine any significant relationship that main exist between HRM factors such as Engagement , Talent Management , Compensation, learning and development on the one hand and quality of work life on the other. The study adopted cross sectional design and employ survey as the research strategy to elicit responses from respondents in UBA PLC. The study employed the use of questionnaire as the main research instrument. It was revealed from the hypotheses tested that HRM factors are significantly related to work life balance, and therefore HRM factors are major determinants of quality of work life in the organization.

Green Human Resource Management Practices and Employee Engagement: Empirical Evidence from RMG sector in Bangladesh

The purpose of this study is to examine the relationship between green HRM practices and employee behavior namely employee engagement in ready-made garment (RMG) industry, Bangladesh, an under-researched area. Further, this paper also proposes the research framework under the tenet of resource-based view (RBV) theory by identifying research gaps. The framework is proposed for the direct influence of green HRM factors on employees’ workplace behavior. Self-administered questionnaire is used to collect the data from non-managerial employees working in RMG sector of Bangladesh. This study uses partial least squares method to analyze the data. Results of this study show that ‘green employee participation’ and ‘green training and development’ are statistically significant to employee engagement. These results suggests that green HRM practices are important resources to make the employees engage towards their jobs which reflects the implication of RBV to examine green HRM-employee engagement relationship.

East Asian trends of human resource management: theories and practices

In general, HRM policies are affected by assorted organisational external and internal factors and are persuaded by divergent HRM models. Usually, HRM practitioners develop HRM policies by perceiving the most favourable organisational factors and by preferring the most appropriate HRM models or the elements of HRM models. Now, for the last several years it has been observed that various researchers have constructed these HRM models. While constructing the HRM models, a few researchers have engrossed the humanitarian ground whereas others have focused on the materialistic ground. In this paper, the authors have reviewed numerous articles and collected secondary data about HRM policies, models and factors. Firstly, the authors have found the HRM factors that put impact and facilitated to build the HRM models. Secondly, they have found and discussed about a few HRM models that are discovered and recognised at different times. Thirdly, they have also reviewed several East Asian countries' HRM practices and classified the dominant factors and applied HRM models.

민간경비 인사업무의 중요도 및 우선순위에 대한 고찰

민간경비 인사업무의 중요도 및 우선순위에 대한 고찰

Human resource management practices stimulating knowledge sharing

Abstract The major goal of the paper was to develop a theoretical framework that conceptualizes the indirect impact on human resource management practice on knowledge sharing in the organization. In the current competitive environment, the ability to use knowledge assets and to continuously renovate it is required for organizational success. Therefore, the field of human resource management should dedicate great effort to understanding how to enhance the knowledge flows within the organization. Theoretical indications were provided about HRM practices that influence the quality and quantity of knowledge sharing within an organization. Further, a conceptual model of relations between HRM practices and factors influencing knowledge sharing within an organization was introduced. It is supposed that HRM practices have direct impacts on personality traits of employees, organizational culture, characteristics of managers, and instruments used for knowledge sharing. Subsequently, these factors have direct effects on the perceived intensity of knowledge sharing. The paper offers 12 testable propositions for the indirect relation between HRM practices and knowledge sharing in the organization. The suggested model could assist future research to examine the influence of HRM practices upon managing knowledge is a more complex way. Via a theoretical contribution to the debate on the influence on HRM practices upon managing knowledge, the study contributes to further research development in this field.

Attracting and retaining personal care assistants into the Western Australia (WA) residential aged care sector

ABSTRACTThe Australian population is ageing, with around one quarter being 60 years and older, and the proportion is expected to grow in the future. These trends have led to government projections for the number of personal care assistants (PCAs) needed to meet the demands of the ageing population, estimated to be more than double the current workforce by 2050. Consequently, the challenges associated with attracting and retaining PCAs in the aged care sector need to be urgently addressed. This qualitative study is based on a large and distributed residential aged care organisation located in Western Australia. Its focus is on the employment conditions of PCAs, their satisfiers and dissatisfiers, and the human resource management practices which might assist the organisation and its sector to better address PCA concerns, leading to more effective PCA attraction, selection and retention. A number of strategies have been proposed that are intended to help advance policy and debate, including attention to various HRM practices and factors relating to job quality.

The importance of HRM factors for public sector innovativeness in Eastern Europe

The aim of the paper was to identify HRM factors associated with the innovativeness in the public sector of the Eastern European emerging market economies (hereinafter: EEEME). The initial phase of the research consisted of data acquisition. We used microdata from the European Working Conditions Survey (EWCS). In the second phase, we divided the EEEME sample into two groups: innovators (at least one novelty introduced in the last three years) and non-innovators (no novelties introduced in the last three years). Finally, in the third phase, a t-test was applied identifying the main HRM factors, which separate the innovators from the non-innovators. The results show a majority of HRM factors by EEEME non-innovators are lacking proper support. At the same time, a positive correlation between HRM factors and EEEME innovation results was indicated. Consequently, proper HRM may be seen as critical when improving the innovativeness of the EEEME public sector.

The importance of HRM factors for public sector innovativeness in Eastern Europe

The importance of HRM factors for public sector innovativeness in Eastern Europe

Public Executive Leadership in East and West

The Asia-Pacific region is known for examples of public managers taking initiative for addressing large challenges and opportunities, but recent concerns are that public leadership is greatly reduced in the new democratic and media-conscious era. Comparative data from South Korea, Mainland China, Taiwan, Malaysia, the United States, India, Brazil, and Chile show that perceptions of strong public executive leadership in Asia-Pacific are similar to those in the United States (respectively 40% and 35%). Perceived leadership is greater in stable, one-party regimes (Malaysia, Mainland China), than in those that have party turnover (Taiwan, South Korea). This article also argues that HRM factors affect the calculus of leaders’ initiative-taking, and finds that in both the East and West public executive leadership is associated with HR factors affecting recruitment, selection, compensation, appraisal, rewards, and satisfaction with civil service systems. This article calls for further research and strategic HRM actions that strengthen public executive leadership in democracies.

Radiology Employees ‘Quality of Work Life in Tehran University of Medical Sciences Hospitals’ Radiology Departments

Radiology Employees ‘Quality of Work Life in Tehran University of Medical Sciences Hospitals’ Radiology Departments