Human Resource Flexibility Research Articles

Correction to “Human Resource Flexibility and Employee Creativity: The Roles of Perceived HR Strength, Career Satisfaction, and Employer Brand”

Correction to “Human Resource Flexibility and Employee Creativity: The Roles of Perceived <scp>HR</scp> Strength, Career Satisfaction, and Employer Brand”

A role perspective on flexible human resource practices and older workers’ early retirement intentions

Although recent studies examined the factors influencing older workers’ early retirement decisions, little is known about how age-related shifts in social roles from the work to family domains affect older workers’ early retirement intentions. Guided by role theory, we propose that flexible human resource (HR) practices are negatively related to older workers’ early retirement intentions via decreased role conflict (work–family and family-work conflict). Furthermore, we take a role identity perspective and argue that gender may work as a fundamental contingency factor influencing the relationship between role conflict (work–family and family-work conflict) and early retirement intentions. Data were collected from Chinese organizations with a matching sample of 228 older workers (aged 45 years and older) and HR managers from 48 organizations, and a multilevel path analysis was conducted to test the hypotheses. The results showed that flexible HR practices have a negative indirect relationship with early retirement intentions through decreased family-to-work conflict. The influence of family-to-work conflict on early retirement intentions is stronger for women than for men. We also found that the effect of work-to-family conflict on early retirement intentions is stronger than that of family-to-work conflict. Theoretical and practical implications of these results are discussed.

Human resource flexibility and employee creativity: the roles of perceived HR strength, career satisfaction, and employer brand

Human resource flexibility and employee creativity: the roles of perceived HR strength, career satisfaction, and employer brand

Impact of organizational energy on digital transformation in healthcare services: the movement of human resources from inertia to flexibility

PurposeWhile scholarly studies focus on the role of technology in digital transformation, an important direction of research still requires examining HR-related factors in this regard specifically. This study aims to analyze factors pertaining to human and organizational resources in the context of digital transformation within healthcare enterprises. The study examines the possible impacts of organizational energy (OE) and human resource flexibility (HRF) on digital transformation (DT). The study also seeks to investigate the influence of organizational inertia (OI) on the relationships being examined, according to the theory of change principles.Design/methodology/approachThe empirical study used a survey method on 355 Mansoura University Hospitals employees, Egypt. The study data were analyzed using structural equations modeling with WarpPLS V. 8.0.FindingsThe results showed that all OE dimensions directly affected DT and HRF dimensions. Through HRF, OE indirectly affected DT. The study also found that all dimensions of OI negatively moderated the OE-DT and HRF-DT relationships. Based on the study's results, theoretical and practical implications were drawn.Originality/valueThis study develops a novel model to empirically investigate the quantitative relationships between OE, HRF, OI, and DT. This study provides an addition to understanding how human resources and organizational mechanisms work in technology-based experiments such as digital transformation and adds contributions in this regard to the health sector in particular.

The Impact of Human Resource Flexibility on Organizational Excellence at Jordanian Pharmaceutical Industry Companies

The Impact of Human Resource Flexibility on Organizational Excellence at Jordanian Pharmaceutical Industry Companies

Does power distance orientation really matter? A human resource flexibility – firm performance link: a moderated-mediation model

Does power distance orientation really matter? A human resource flexibility – firm performance link: a moderated-mediation model

Fostering public sector employees’ citizen-oriented boundary-spanning behaviors through human resource flexibility and employee perceptions of normative public values

Purpose Public sector employees’ contributions play a crucial role in improving public service quality and promoting the image of public organizations. The aim of this research is to unravel how and when human resource (HR) flexibility activates citizen-oriented boundary-spanning behaviors among public sector employees.Design/methodology/approach The data were collected from 427 public sector employees and 102 supervisors working for governmental agencies from the districts of a major city in Vietnam. Multilevel structural equation modeling (MSEM) was employed to analyze the data.Findings The positive associations between HR flexibility and the three dimensions of citizen-oriented boundary-spanning behaviors were supported. Harmonious passion demonstrated a mediating path for such linkages. Employee perceptions of normative public values were found to exert a positive moderating effect on the positive link between HR flexibility and harmonious passion, as well as their indirect link via harmonious passion.Originality/value This study advances the literature by identifying how and when HR flexibility shapes citizen-oriented boundary-spanning behaviors among public sector employees.

Bridging the Gap Between High-Performance Work System and Organizational Performance: Role of Organizational Agility, Transformational Leadership, and Human Resource Flexibility

Bridging the Gap Between High-Performance Work System and Organizational Performance: Role of Organizational Agility, Transformational Leadership, and Human Resource Flexibility

The Impact of Organizational Improvisation on Organizational Innovation in the Yangtze River Delta Economic Belt with Flexible Human Resource Management as Mediator

The Impact of Organizational Improvisation on Organizational Innovation in the Yangtze River Delta Economic Belt with Flexible Human Resource Management as Mediator

Research on the impact mechanism of flexible human resources management on the civic behavior of employee organizations

Research on the impact mechanism of flexible human resources management on the civic behavior of employee organizations

Role of Lean Production Technology and Human Resource Flexibility in Reduce Costs: Applied Research in Petronas Oil Industries Company

The research aims to study the impact of human resource flexibility and lean production and their foundations and ways to activate and follow up those tools and work to develop a vision for the economic unit in question In reducing costs as well as defining its importance in contemporary systems and identifying skills and behaviors that affect performance and productivity and ways to develop them and find a structure to enhance competition through coordination of the tools of the two variables together to achieve new methods in the concept of reducing costs and achieving impressive results, which included the pillars of lean production on, total quality management, automation, comprehensive productivity maintenance and continuous improvement, The problem of the research was the lack of skilled workers in the economic unit in question and the extent of its application to the tools of lean production and the mechanism of eliminating waste in its operations. Through it to a set of conclusions, that there is an acceptance of these techniques and their methods by the workers in the economic unit in question for application because of their results that are reflected on them, on the activity in general, the existence of a correlation relationship between the independent variables, lean production and the flexibility of human resources and the effective role of them in reducing costs.

Exploring the Relationship Among Dimensions of Human Resource Organization Flexibility on Employee Engagement

The corporate world is renowned for its structured, scheduled workplace setting, which can pose challenges for workers to succeed. Companies that provide a flexible and positive environment tend to have better staff engagement. Therefore, this study aims to test the relationship between the four dimensions of HR (human resource) flexibility (Resource flexibility in HR practices, and employee skill behavior, and coordination flexibility in HR practices and employee skill behavior) with employee engagement. The proposed study gathered 267 responses from IT (information technology) employees and data were analyzed using AMOS v22 software. Findings revealed employee engagement has a strong positive relationship with the four dimensions of human resource flexibility which account for 92% of the variance, except a negligible correlation discovered between employee engagement and coordination flexibility in human resource practices. the findings of this study act as a strategic tool for HR practitioners to design their organization environment in such a way that fosters employee engagement.

The Relationship between Human Resource Flexibility and Organizational Ambidexterity (An Applied Study on the Commercial Banks in Egypt)

The Relationship between Human Resource Flexibility and Organizational Ambidexterity (An Applied Study on the Commercial Banks in Egypt)

항공사 승무원이 지각하는 인적자원유연성이 직무성과에 미치는 영향: 직무불안정성의 매개효과와 일가치감의 조절효과를 중심으로

항공사 승무원이 지각하는 인적자원유연성이 직무성과에 미치는 영향: 직무불안정성의 매개효과와 일가치감의 조절효과를 중심으로

Does Flexible Human Resource Management Promote Firm Innovativeness? The Mediating Role of Innovative Work Behavior and Organizational Learning Capability

Does Flexible Human Resource Management Promote Firm Innovativeness? The Mediating Role of Innovative Work Behavior and Organizational Learning Capability

A Quantitative Analysis for Prioritizing Success Elements in Agile Logistics Applications: The Case of Giresun and Ordu

In today's competitive market conditions, it is not enough to produce high-quality products at the cheapest price. Businesses are expected to deliver the product to the end user round the clock and around the world. One effective way to achieve this is through effective logistics management (Büyükçetin, 2003). Recently, agility has become a frequently discussed topic when it comes to creating an effective logistics management system. The word agility has become synonymous with a strategic response to the survival of businesses in today's competitive environment. However, it should be noted that every business has its unique philosophy and operates under the influence of different environmental factors. Therefore, there is no single agility concept that is suitable for all businesses or every situation (İlhan, 2007). Creating an agile logistics strategy can be achieved not only by minor changes but also by completely differentiating the methods of performing activities (Gunesakaran,1999). The creation of this differentiation depends on various success factors. The success factors of agile logistics considered in this study include: “Managing Change and Uncertainty”, “Flexibility and Responsiveness in Service”, “Increasing the Value Shown to the Customer”, “Information Technologies”, “Flexible Human Resources” and “Building Collaborations Among Service Providers”. These factors play a crucial role in the success of businesses and can increase their competitiveness. The absence of studies in the literature regarding the ranking of the success factors in agile logistics applications points to the important contribution of this study to the literature.To address this research gap, this study aims to rank the success factors of agile logistics practices in logistics firms in Giresun and Ordu provinces. The ranking will be done using the Spherical fuzzy sets based AHP. By prioritizing these success factors, businesses can identify the areas they need to focus on and improve, ultimately enhancing their competitiveness and success in the market.

Esnek İnsan Kaynakları Yönetiminin İş Performansına Etkisinde İşe Adanmışlığın Aracı Rolü: Bankacılık Sektöründe Bir Araştırma*

Aim. This research examines the mediating role of work engagement in the relationship between flexible human resources management and job performance in the banking sector. Methodology. The research was designed according to quantitative and cross-sectional research methods. The research sample group consists of 384 people working in the Istanbul branches of privately owned deposit banks. Research data was collected by random survey method. Three scales with seven degrees related to conceptual structures and a demographic questionnaire about the participants were included in the questionnaire form. Security and validity analysis, correlation analysis between variables, and exploratory and confirmatory factor analyses were performed to analyze the data. Structural equation modeling was used for model validity, hypothesis testing, and mediation analysis. Data analysis was performed using SPSS 24 and AMOS 24. Results. In the correlation analysis, significant relationships were found between all the variables in the research model. According to the regression analysis results, the change in the variables of job performance and work engagement of flexible human resources management showed that work engagement significantly predicted the change in job performance. In the mediation analysis, the variable of work engagement has been seen that it has a strong mediating effect on the relationship between flexible human resources management and job performance. Originality. In the literature, no research tests the mediating role of work engagement in the relationship between flexible human resource management and job performance in the Turkish banking sector. In this aspect, research is a valuable contribution for researchers and practitioners.

The flexible HRM and firm performance nexus: can empowering leadership play any contingent role?

PurposeThe purpose of this empirical research was to investigate the individual effects of three dimensions of flexible human resource management (HRM) practices – skill flexibility, behavioral flexibility and human practice flexibility on firm performance and to what extent these relationships are strengthened/weakened when there was the moderation of empowering leadership in small- and medium-sized enterprises (SMEs) of the Kingdom of Bahrain.Design/methodology/approachThe data were collected from chief executive officers (CEOs) through a questionnaire survey method to test the hypothesized relationships. A final dataset of 315 valid responses was utilized for data analysis, and results were analyzed using the Smart partial least squares structural equation modeling (PLS-SEM) technique.FindingsThe findings revealed positive effects of skill flexibility, behavioral flexibility and human practice flexibility on firm performance. The moderating role of empowering leadership further strengthened the effects of employee skill flexibility and employee behavioral flexibility had on firm performance. However, empowering leadership did not pose any moderating effect on human practice flexibility and firm performance relationship.Research limitations/implicationsThis paper offers implications for theories on HRM and leadership. It also provides valuable insights for organizations and leaders seeking to boost firm performance across SMEs.Practical implicationsThis paper offers implications for theories on HRM and leadership and also contributes in the understanding of the modern managers.Originality/valueThis paper investigated the effects of flexible HRM practices on firm performance and the role of empowering leadership across SMEs in Bahrain. It also explored how the performance of SMEs can be improved using flexible HRM practices followed by the presence of empowering leadership.

The Role of Flexibility and Competence on Work Performance According to the Mediating Role of Job Satisfaction Among Young Teachers in Sistan and Baluchistan Province

Background and Aim: The most important task of education in this era, considering the complexity and expansion of science, is to first improve the performance of teachers and managers and to set precise targets to measure their performance. The present study was conducted with the aim of investigating the role of flexibility and competence on work performance with regard to the mediating role of job satisfaction among young teachers in Sistan and Baluchistan province. Methods: In terms of the purpose it was an applied study, the in terms of data collection it was a survey and it was a descriptive- correlation study. the statistical population was 440 young teachers of Sistan and Baluchistan province, who were selected using the Cochran formula and random sampling method. Multi-stage cluster, 205 people were selected as the sample size. Library and field data collection methods and tools for measuring written documents and four questionnaires, including Martin et al.'s human resources flexibility questionnaire (2005), Motahrinejad and Jahangard's teacher competence questionnaire (2017) and Patterson's occupational performance questionnaire (1922). Minnesota Job Satisfaction Questionnaire (MSQ) was used among teachers. The validity of the tool was measured through face, content and construct validity, and reliability was measured through Cronbach's alpha and composite reliability. Structural equation modeling method was used for data analysis using SPSS-v23 and Smart Pls-v3 software. Results: The results showed that flexibility and competence have a significant effect on work performance according to the mediating role of job satisfaction among young teachers in Sistan and Baluchistan province. Conclusion: The results of the research showed that examining the role of job flexibility and competence on the work performance of young teachers with the mediation of job satisfaction can lead to efficient and satisfactory performance in the field of education.

The Influence of Transformational Leadership on Human Resource’s Flexibility in the Context of Development: A case study of the cement plant SCAEK Aïn El Kebira SETIF

This research aimed to examine the influence of Transformational Leadership on Human Resource’s Flexibility. The hypotheses proposed here are tested on a sample of 400 individuals, questionnaires were distributed among workers in SCAEK Aïn El Kebira cement plant (SÉTIF), administrates to technicians. However, only 261 responded back and 228 responses were valid using structural equation modelling as a statistical technique of the multiple linear regression. Our findings showed that Transformational Leadership has only a partial positive effect on Human Resources Flexibility.&#x0D;