HRM Practices Research Articles

How Does the Enforcement of Labor Law Affect Other Firms? Exploring the Spillover Effects on Competitors’ Responsible HRM Practices

How Does the Enforcement of Labor Law Affect Other Firms? Exploring the Spillover Effects on Competitors’ Responsible HRM Practices

Impact of Human Resource Management on Innovation of Higher Education Lecturers: A Case Study at Local Universities in the Northern Midlands and Mountainous Region of Vietnam

The study was conducted to measure the impact of human resource management on the innovation of higher education lecturers in Vietnam. The research data were collected through surveys of 223 lecturers working at local universities in the Northern Midlands and Mountainous region of Vietnam. The quantitative results indicated that 8 groups of HRM practices, including recruitment, training, career development, job assurance, performance-based appraisal, job description, financial compensation, and participation, have a positive influence on lecturers' innovation. Knowledge sharing and organizational commitment have been proven to be the mediators in the relationship between HRM and individual innovation results. Based on the research results, the authors proposed recommendations to improve HRM practices to motivate lecturers' innovation among lecturers for the development of the university and national higher education.

Exploring the influence of Thai private universities human resource management practices on employee retention and performance

The article examines employees' perceptions regarding human resource management practices in Thai private universities. It also analyses the effects of these practices on employee job satisfaction, quality service performance and retention within the context of Thai private universities. The study employed a cross-sectional survey research approach to ensure the inclusion of a representative sample from small and medium sized private universities within the population under investigation. The study includes 12,318 employees of the 38 Thai private universities: 6,458 from small sized private universities and 5,860 from medium size private universities. 20 private universities comprised of 14 (70%) small sized and 6 (30%) will form the sample of the study. From this sample distribution, 91 (72.8) academic staff from 14 small sized private universities and 34 (27.2%) from medium sized private universities making 125 academic staff and 20 HR managers as the sample size of the investigation. The study utilized a maximum variation deliberate (MVD) sampling method for the selection of 125 academic staff and 20 HR managers. Closed-ended questionnaires and semi-structured questionnaires were employed for the purpose of data collection. The validity of the instrument was assessed by a panel of experts to establish content validity, utilizing Lawshe's template with a ratio of 0.99. Furthermore, the homogeneity of the instrument was determined using Cronbach Alpha resulting in a reliability index of .81. The data was collected primarily via an online survey. The data underwent analysis utilizing frequency counts and percentages, chi-square at a significance level of p.05. This was done to ascertain the statistical significance of HRMP on employee retention and performance. The findings demonstrate a conspicuous and uniform association between employee responses across the institutions under scrutiny, underscoring a statistically significant connection between human resource management practices and job satisfaction, quality service performance and retention of employees. Therefore, it is essential to acknowledge that the implementation of HRM practices holds significant importance for small and medium private universities. This is primarily due to its ability to effectively address the expenses incurred from employee turnover, which can arise because of insufficient job satisfaction leading to poor job performance and retention.

Digital transformation in human resources management and work-at-home

Purpose Based on the ability, motivation and opportunity (AMO) theory, this study aims to investigate the role of digital human resources management (digital-HRM) practices in influencing hotel employee behaviors, especially their adoption of work-at-home (WAH). Design/methodology/approach The study was conducted in two stages in hotels in Vietnam. Stage 1 used a mixed method to develop an instrument to measure digital-HRM practices. In Stage 2, through a survey of 303 respondents, the research investigated digital-HRM practices’ additive and interactive effects on WAH. Findings The study shows that digital-HRM comprised five factors. Except for digital recruitment, the other digital-HRM practices significantly affected WAH. In addition, the research suggests that digital training and employee involvement should be combined to enhance employee willingness for WAH. Research limitations/implications Drawing on the AMO theory, this study constructs a digital-HRM measurement scale to study the antecedents and consequences of these practices to improve employees’ digital work efficiency. In addition, through both additive and combinative (a two-way interaction) models, the study enhances the HRM and hotel management theory by understanding why digital-HRM practices are essential to boost employees’ digital competencies to adopt remote working. Practical implications By investigating the role of digital-HRM practices in improving employees’ adoption of WAH, this study provides empirical implications for hotels to manage digital-HRM practices better and thus makes remote working effective. Originality/value The existing literature reveals the lack of a deep understanding of how HRM practices can promote digital devices and services and their influence on employee behaviors, especially in the hotel sector. To the best of the authors’ knowledge, this study is unique in extending the AMO theory into the digital context to illuminate components of digital-HRM practices and clarify how digitalizing HRM practices can motivate hotel employees to accept WAH.

Rethinking contexts and institutions for research on human resource management in multinational enterprises in an age of polycrisis: reflections and suggestions

International human resource management (IHRM) has covered two very distinct areas: comparative HRM (comparing HRM between national settings) and HRM in multinational enterprises (MNEs). Existing research has pointed to the multifaceted nature of contextual effects, and how they may differ qualitatively according to locale. This perspective article argues that a distinct and shared theme across this literature is much more than a recognition that many different sets of institutions and/or cultural features can make for viable alternative HRM models. We also consider whether or not MNEs seek to accommodate local realities or work to change them. Developing and broadening inquiry around these concerns may represent a solid way for researching IHRM in an age of polycrisis. Such understandings may be of great value in exploring the relationship between the present global polycrisis and HRM practice. We highlight potential concerns and opportunities for theorizing around the same.

Effect of HRM Practices on Textile Industry Performance through HR Outcomes and Job Satisfaction as Mediator

Effect of HRM Practices on Textile Industry Performance through HR Outcomes and Job Satisfaction as Mediator

Exploring the Synergistic Effects of Tax Policies, HRM Practices, and Strategic Marketing on Organizational Financial Performance: A SEM-PLS Analysis

Exploring the Synergistic Effects of Tax Policies, HRM Practices, and Strategic Marketing on Organizational Financial Performance: A SEM-PLS Analysis

The Effect of Sustainable HRM Practices on Organizational Sustainability in Textile Industry of Pakistan

The Effect of Sustainable HRM Practices on Organizational Sustainability in Textile Industry of Pakistan

Promoting employees’ retention and functional presenteeism through well-being oriented human resource management practices: the mediating role of work meaningfulness

Purpose Drawing upon the theoretical frameworks of conservation of resources and social exchange theories, this study investigates how perceived well-being-oriented human resource management (WBHRM) practices can boost job embeddedness, encourage functional presenteeism, and diminish intention to leave by cultivating a sense of purpose in the workplace.Design/methodology/approach Adopting a time-lagged design, data were collected from healthcare organizations in Canada at two distinct time points. Structural equation modeling and Bootstrap analysis were used to validate the research hypotheses.Findings The results revealed that perceived WBHRM practices directly enhanced work meaningfulness. Perceived WBHRM practices indirectly fostered sustainable presenteeism and job embeddedness and decreased intention to leave through work meaningfulness.Practical implications This study provides valuable insights for healthcare organizations aiming to boost nurse retention and attraction through sustainable HRM practices. By prioritizing employee well-being, growth and a positive workplace culture, organizations can create a fulfilling work environment that enhances job satisfaction and loyalty. Additionally, fostering functional presenteeism and a strong sense of work meaningfulness can improve both individual and organizational performance. This approach not only positions the organization as a top employer but also ensures long-term success.Social implications These findings support the United Nations Sustainable Development Goals of decent work (8 SDG) and good health and well-being (3 SDG).Originality/value This study makes a significant contribution to HRM literature by introducing the concept of work meaningfulness and highlighting its critical role in improving both individual and organizational outcomes. It uniquely examines the positive aspects of presenteeism, a relatively underexplored area. Furthermore, the study showcases how WBHRM practices can create a supportive environment for nurses, enabling them to balance health and performance while enhancing their sense of purpose, thus offering a novel perspective on sustainable HRM practices in healthcare.

Emerging Challenges of HRM in 21st Century: A Case of Nepalese Commercial Banks

This study examines the emerging challenges of HRM in 21st century in Nepalese commercial banks. Effective HRM practices is the dependent variable. The independent variables are workforce environment, business ethics, work-life balance, conflict management and organizational culture. The primary source of data is used to assess the opinions of respondents regarding effective HRM practices in Nepalese commercial banks. The study is based on primary data with 121 respondents. To achieve the purpose of the study, structured questionnaire is prepared. The correlation and multiple regression models are estimated to test the significance and importance of effective HRM practices in Nepalese commercial banks. The study shows that workforce environment has a positive impact on effective HRM practices. It indicates that better workforce environment promotes effective HRM practices. Likewise, the study showed that business ethics has a positive impact on effective HRM practices. It means that good business ethics leads to the effective HRM practices. Similarly, work-life balance has a positive impact on effective HRM practices. It implies that proper work-life balance helps to promote effective HRM practices. Further, conflict management has a positive impact on effective HRM practices indicating that better conflict management process leads towards effective HRM practices. Moreover, organizational culture has a positive impact on effective HRM practices. It shows that better organizational culture leads towards the effective HRM practices in the context of Nepalese commercial banks.

Systematic Review of Human Resource Management Practices and Their Influence on the Success of Distance Education Programs in Mauritius

Study examined HRM Practices and performance/success of distance education program in Mauritius. The review focuses on recruitment, training and development by synthesizing extant research to examine how these HR practices impact educator effectiveness, engagement and retention in online learning environments. The methods used a systematic search of academic databases (e.g., ScienceDirect, Scopus, Springer Link) using well-informed search terms and selection criteria to find appropriate research. The review examines the effectiveness of HR practices in improving educational outcomes, and discusses their relevance for distance education programs. Critical insights indicate that successful recruitment implies proper training followed by robust development, which together can provide the required support to educators, in turn ensuring program success; thus, underpinning HRM as a vital factor in augmenting distance education initiatives.

Strategic Human Resource Management in Healthcare: Elevating Patient Care and Organizational Excellence through Effective HRM Practices

Human Resources (HR) are a key factor in the operations and service quality of hospitals. This study aims to analyze the role of HR in enhancing the efficiency and effectiveness of healthcare services in hospitals. The research method used includes a literature review and field surveys of medical and non-medical staff at several hospitals. The results show that effective HR management significantly contributes to increased patient satisfaction, reduced medical errors, and operational efficiency. Additionally, regular training and career development are proven to be effective in improving employee competence and motivation. This study recommends HR management strategies focused on skill enhancement, the use of information technology, and the development of a positive work culture to achieve higher service standards.

Engagement and Burnout as Psychological Determinants of Perceived HRM Practices

Engagement and Burnout as Psychological Determinants of Perceived HRM Practices

The Influence of Commitment-based HRM Practices on Work-family Balance

The Influence of Commitment-based HRM Practices on Work-family Balance

Conceptualizing the Relationship Between HRM Practices and Job Satisfaction Among Millennials in China

Conceptualizing the Relationship Between HRM Practices and Job Satisfaction Among Millennials in China

A Study on Impact of HRM Practices on Job Satisfaction, Professional Development & Performance of Teaching Faculties in NAAC ‘A’ Grade HEIs in Karnataka

A Study on Impact of HRM Practices on Job Satisfaction, Professional Development & Performance of Teaching Faculties in NAAC ‘A’ Grade HEIs in Karnataka

The Impact of Green HRM Practices on Employee Performance: Mediating Role of Psychological Ownership in The Banking Sector of Pakistan

This paper investigates the mediating role of psychological ownership in the association between green human resource management and employee performance. The study utilized a quantitative research design based on data analysis of 980 employees from 20 commercial banks in Pakistan. Psychological ownership mediates the association between green human resource management practices and employee performance. The paper highlights the significance of green human resource management practices in fostering psychological ownership and enhancing employee performance in the workplace. For future studies, longitudinal designs with multiple sources and stages of data collection will be essential to gain a profound understanding of the relationship between the constructs. Testing across various organizational forms and cultures is recommended for a comprehensive assessment. Managers are encouraged to raise employee awareness through green human resource management practices to help employees attain a competitive edge by enriching their knowledge, skills, and abilities, enhancing their quality of life and work performance. This study contributes to the existing literature by offering a descriptive and practical elucidation of the role of psychological ownership among the employees of the banking sector in Pakistan in the connection between green human resource management practices and employee performance. The banks must recruit those individuals who have the knowledge and work for a sustainable environment, and they own their position at the workplace.

The mediating effect of job satisfaction in the relationship between human resource management practices and job performance in the hospitality industry of Ghana

The study investigated the mediating role of job satisfaction in the relationship between HRM practices and job performance in the hospitality industry of Ghana. The study collected primary data from 349 hospitality establishments within the Accra Metropolitan Assembly. The study population comprised 1,745 hospitality employees within the metropolitan assembly. A total of 325 participants were selected using the simple random sampling method and structured questionnaires were administered to the chosen respondents. The study employed a quantitative approach and adopted the explanatory research design. The data gathered were analysed using SPSS. The findings indicated that the relationship between performance appraisal and job performance is statistically insignificant. However, it is worth noting that job satisfaction has a mediation effect on the relationship between HRM practices and job performance in the hospitality industry of Ghana. The study concluded that while performance appraisal is traditionally seen as a vital tool for providing feedback, the study findings suggest that its effectiveness varies and recommends that management must strive to refine their appraisal systems to offer meaningful feedback and goals for improvement, thereby boosting employee motivation and satisfaction. Keywords: HRMP, Job Satisfaction, Job Performance, Hospitality, Mediation.

The Role of HRM Functions in the Sustainable Performance of Pakistani Private Schools: A Post-Pandemic Status Quo Analysis

The following quantitative study assess the role of HRM functions to drive the sustainable performance within the Pakistani private schools in the post-pandemic context. The COVID-19 pandemic has been able to fundamentally disrupt the educational decorum worldwide, forcing the schools to possibly adapt towards unprecedented issues. In this study, we investigate the ways in which HRM operations—including hiring and selection, training and development, performance reviews, and staff retention—have bolstered Pakistani private schools' resilience and long-term viability. Data was gathered from a representative sample of HR staff members, teachers, and administrators at private schools using a survey-based methodology. The association between HRM practices and sustainable school performance was determined by statistically analyzing the data with an emphasis on academic quality, staff well-being, and operational continuity. The findings of the study reveal that effective HRM practices have played an important role to mitigate the negative influences of the pandemic, specifically through the strategic workforce planning, employee engagement, and professional development. Schools which adapted towards a proactive HRM approach exhibiting higher employee retention levels, rectified academic outcomes and job satisfaction in comparison to those with relatively less structured HR functions. The study presents that investment within the strong HRM functions is important to assure the sustainable performance of the educational institutions for the future crises. The research in consideration provides actionable insights related to the policymakers and school administrators to strengthen the HRM frameworks to increase the long-term viability of the private educational institutions in Pakistan.

Sustainable Development of Entrepreneurship through Operational Risk Management: The Role of Corporate Social Responsibility

The goal of this paper was to study the role of corporate social responsibility (by the example of responsible HRM) in the sustainable development of entrepreneurship through operational risk management. The correlation analysis method was used to find a close connection between the number of employees and operational risks to international companies from “Global 500” in 2021–2023. The regression analysis method was used to compile the economic and mathematical model of the sustainable development of international entrepreneurship, which demonstrated wide opportunities for operational risk management through responsible HRM. The method of trend analysis allowed determining scenarios of the sustainable development of international entrepreneurship, which demonstrated that in the Decade of Action, the success of operational risk management is largely determined by the activity of the use of responsible HRM practices. The main conclusion is that responsible HRM facilitates the reduction of operational risks to modern companies, but practices of responsible HRM have different impacts on operational risks to companies: some practices (creation of knowledge-intensive jobs and stimulation of the innovative activity of employees through support for research talents) reduce operational risks, while some practices (stimulation of the growth of labor efficiency and attraction of female researchers to the staff) have a contradictory impact, and other practices (development of human capital through corporate training) increase operational risks. The theoretical significance is because the paper discloses the previously unknown consequences of responsible HRM as a special sphere of manifestation of corporate social responsibility for the operational risks of companies. The practical significance is because the compiled scenarios disclose the perspective of the sustainable development of companies through the improvement of the management of their operational risks based on responsible HRM. The managerial significance is that the proposed recommendations from the authors for the practical implementation of the optimistic scenario can be milestones for companies and can be used to improve the practice of operational risk management of companies.