Human Resource Management Activities Research Articles

The Impact of Ability, Motivation and Opportunity-Enhancing SHRM on Employee Performance: Moderating Role of Digital Transformation

Objective: The aim of current study is to find out the impact of strategic Human resource management (SHRM) activities on employee performance, to inspect the role of digital transformation as moderator between SHRM activities and employee performance, to examine the authenticity of AMO (Ability, motivation, opportunity) theory in the context of aviation sector of Saudi Arabia. Methodology/Data collection: Current research is cross-section study and quantitative in nature. For the data collection a well-established questionnaire is developed on the base of previous literatures. Sample of 330 participants is selected from Saudi aviation sector from May to August 2023. After the data collection, partial least squares structural equation modelling (PLS-SEM) method is adopted by using SmartPLS application. Findings: The study found that among the activities of strategic human resource management, ability has positive and significant relationship with employee performance. Furthermore, motivation also has a positive and significant relationship with employee performance. However, work engagement and opportunity do not have direct relationship with employee performance. The digital transformation plays a moderating role to make positive link between motivation and opportunity with employee performance of aviation workers in Saudi Arabia. Limitation/Implementation: This study has practical, theoretical as well as empirical importance. The results of current research are not limited to Saudi Aviation sector but this framework can be used in different sector for enhancing the employee performance. In spite of, the importance of current study in the field of management, this study is limited to Saudi Arabia. This study used small sample size and data is collection on point of time. Originality/ Value: with the best of author’s knowledge, current study is first attempt to explain the SHRM activities to explain the employee performance in aviation sector of Saudi Arabia especially in the context of Saudi as well as Flynas airline. The finding of study will have great contributions for making the strategies regarding to enhance the performance of employee. Therefore, current research is beneficial for policy makers, aviation administration, society and researchers.

THE IMPACT OF STRATEGIC LEADERSHIP STYLES ON FINANCIAL PERFORMANCE IN LIBYAN OIL AND GAS INDUSTRY

Purpose: The primary objective of this study is to explore the impact of strategic leadership styles on the financial performance of the Libyan oil and gas industry. This is critical considering the industry's role as a mainstay of the Libyan economy and its notable decline over the past decade.
 
 Design/Methodology/Data Analysis: To achieve the study's goals, a cross-sectional approach was employed to accurately reflect the current state of affairs. A quantitative methodology was deemed suitable for this research. Data collection was conducted using a questionnaire distributed among participants. The study's population, as reported by the National Oil Corporation (NOC), was 53,361, with a minimum sample size of 346 staff from various oil and gas companies. This sample size was calculated based on Krejcie and Morgan's (1970) optimal sample size table.
 
 Findings: The research unearthed several key findings. Firstly, it was determined that there is no significant correlation between strategic decision-making and financial performance in Libyan oil and gas companies. However, a negative and significant relationship was identified between human resource management (HRM) activities and financial performance. Conversely, a positive and significant connection was observed between motivational and influential leadership and financial performance within these companies.
 
 Originality/Value: This study adds to the existing body of knowledge by providing empirical evidence on the influence of different strategic leadership styles on financial outcomes in the context of the Libyan oil and gas sector, a subject that has not been extensively explored previously.
 
 Practical Implications: Based on the findings, the research advocates for the oil and gas companies in Libya to prioritize the development and implementation of effective strategic leadership practices. Such measures are suggested to enhance financial performance and secure a competitive edge in the marketplace.

IMPROVING THE PERFORMANCE OF SUSTAINABLE HUMAN RESOURCES IN COFFEE BEAN SUPPLY IN THE SATAK COFFEE AGROINDUSTRY, KEDIRI DISTRICT

The supply of coffee beans in Indonesia involves several stakeholders, namely farmers, collectors and KUB (Joint Business Group). Sustainable supply activities are human, economic, social, environmental and technological resource management activities. The aim of this research is to analyze the sustainability performance of human resources in the supply of coffee beans in Indonesia. The data processing stage is identifying the supply of coffee beans in Indonesia. Analysis of identifying the supply of coffee beans in Indonesia, analysis of added value, measurement and assessment of the sustainable supply performance index for coffee beans. The added value of coffee bean supply was analyzed using the Hayami modification. SCOR-AHP (Supply Chain Operations Reference-Analytical Hierarchy Process) is used to measure the sustainability performance of human resources. The supply status of coffee beans is calculated using the Multi-Dimensional Scaling (MDS) technique with R software. The value added ratio for coffee farmers is low (46.58%) compared to collectors with (71.31%) and KUB (86.35% ). Farmers' supply performance is 71.99% lower than collectors with a value of 88.15% and KUB 86.77%. The economic dimension of sustainability is almost sustainable (78.39), the social dimension is sustainable (89.25), the environmental dimension is almost sustainable (79.63) and the technological dimension is almost sustainable (67.68). The aggregate value of sustainable supply shows 78.72% which means almost sustainable. This research recommends a strategy for building partnerships between coffee farmers and coffee cafes to improve performance and sustainability of the supply of coffee beans.

Context is key: A 34‐country analysis investigating how similar HRM systems emerge from similar contexts

AbstractUsing an institutional lens, we investigate the isomorphic effects of both external and internal contexts on human resource management (HRM) systems. Our analysis uses data from 4768 organizations across 34 countries to focus on the similarities in HRM systems. By employing distance matrices, a commonly adopted method in geographic science, we find that both external and internal contexts affect (dis)similarities in HRM systems. Organizations in similar environments exhibit more similar HRM systems. Furthermore, we find that the devolvement of HRM activities from HRM to line management reduces the similarity of HRM systems across organizations. By contrast, a strong strategic position of HRM does not yield a comparable effect. Our study's main contributions include elucidating the multifaceted relationship between context and HRM, highlighting the HRM department's role in this relationship, clarifying the context–HRM connection via the concept of isomorphic pressures, and illustrating the use of distance matrices as tool with great explanatory power for the analysis of similarities among HRM phenomena.

THE IMPACT OF FLEXIBILITY IN HUMAN RESOURCES MANAGEMENT AND DEVELOPMENT IN ACHIEVING INSTITUTIONAL EXCELLENCE AT THE EUROPEAN HOSPITAL IN THE GAZA STRIP

The contemporary world is witnessing rapid changes, whether at the economic, commercial, regulatory, health, or uses levels. On the technological and cognitive side, the rapid and amazing development witnessed by communications, the Internet and various economic sectors was all a result of globalization. Therefore, human resources are considered an important element in achieving the desired goals and objectives, and their importance lies in their influential role in raising the efficiency of the organization’s management and its effectiveness in performing its tasks and activities as a final result in the efficiency and effectiveness of the effectiveness of the organization itself and its ability to excel and compete internally and externally. All of this is achieved if it is correct to attract, select and appoint distinguished, qualified and trained competencies, then carefully plan for them, take care of them, preserve them, maintain and develop them, and establish a fair system for salaries, competencies and competencies. Incentives and building objectivity in promotion decisions according to considerations and standards that are fair and clear to everyone and with a degree of accuracy and transparency. Hence, human resources management plays an influential role in achieving the requirements of excellence auditing, which gave human resources management special importance and vitality, and changed its nature and operations. The development of information technology has increased demand for technical professions that require nontraditional qualifications to fill leadership positions, as demonstrated in information management. The necessity of introducing modern technology and relying on it in human resources management activities and tasks, including planning, management, recruitment, selection, appointment, and others

Retracted: Relationship Model between Human Resource Management Activities and Performance Based on LMBP Algorithm

Retracted: Relationship Model between Human Resource Management Activities and Performance Based on LMBP Algorithm

Human resource management (HRM) and performance: Balancing between optimization of organizational performance and well-being of (healthcare) employees

The future of Dutch healthcare is a challenge that focuses on four aims: the ‘Quadruple Aim’. These aims concern: improving the quality and accessibility of care, enhancing patient experience, reducing healthcare costs and increasing the job satisfaction of healthcare professionals. Healthcare professionals play a major role in the realization of the first three aims. The pressure on healthcare and the scarce capacity forces us to treat this human capital with care. Satisfied employees are partly decisive for the success of an organization. At the same time, an organization expects optimal performance from its employees. This requires an active and involved attitude from the HRM department. The individual employee plays an intermediary role between HRM activities and organizational performance. In order to increase knowledge and understanding about this position, attention to the individual in the context of the organization is essential. In this article, the relationship between HRM, performance and well-being of employees and underlying theoretical explanation models are discussed. Recommendations were made on the contribution that HRM can make to the balance between employee and organizational interests.

Analysis Of Human Resource Planning On Employee Recruitment Policy AT The Special Coal Terminal Of Pt. Cakra Transindo Utama

human resource planning (HRM) activities can be said to be the beginning of all human resource management (MSDM) activities. However, HR planning is not the only burden borne by the Company's HR managers. All managers in an organization or company plan the needs and availability of human resources by the interests and progress of the organization. HR Planning is the process of how a company or organization meets current and future workforce needs. A literature review is a set of explanations for a very important part of a research report. The literature in this chapter reveals the thoughts or theories that underlie and support research. The theory presented in the literature review chapter is useful for researchers to explain the relationship between several concepts that will be used to explain research problems so that research results will be obtained that can answer the problem formulation contained in the research title. This study applies a qualitative design, namely research that focuses on on general principles that form the basis of the manifestation of a symptom of human life, or also patterns analyzed from socio-cultural indications through the culture of the community to obtain representations regarding the ongoing examples. According to John W. Creswell in the book Research Design, qualitative research is: So, in general, the notion of human resource planning is the process of analysis and identification by the organization of the need for human resources so that the organization can determine the steps that must be taken to achieve its goals. In addition, the importance of holding human resource planning is that the organization will have a clear picture of the future, and be able to anticipate the shortage of the required quality workforce.

Green tourism to green environment: unleashing green pro-tourism behavior for green tourism competitiveness in China.

The aim of the study is to study the role of green pro-tourism behavior in developing green tourism competitiveness for green environment.Green tourism is on the rise in China, but locals are not getting on board with supporting it. This research recommends green human resource management (HRM) practices as a way to boost the competitiveness of green tourism and inspire citizens to adopt travel-friendly habits. Human resource management strategies that emphasize training, open lines of communication, and employee autonomy may help the tourism industry foster a culture of environmental stewardship that permeates the surrounding community. According to this study's findings, sustainable tourism can be advanced through the promotion of green HRM practices, which encourage locals to take a more positive stance toward visitors and the destination as a whole. The environmental advantages of green HRM should also be well-researched. Therefore, the purpose of this research is to investigate the connection between green HRM, P-EP, environmental consciousness, and servant leadership in the context of the tourism industry. This research used Smart PLS for its structural equation modeling, validity testing, and reliability analysis of data acquired from Chinese hotel workers. Green HRM was shown to have a good effect on proactive P-EP but a smaller effect on P-EP linked to tasks. In addition, the link between green HRM and task-related activities requires careful consideration of servant leadership as a moderating element.

Artificial Intelligence in Human Resource Management: Advancements, Implications and Future Prospects

The present condition, challenges, and potential applications of artificial intelligence (AI) in human resource management (HRM) are all explored in this survey article. As an innovation, artificial intelligence (AI) has the potential to completely revolutionize several facets of human resource management (HRM). Examining the usage of AI-powered tools and systems in different HR processes, the present situation with AI in HRM is examined. These encompass learning and development, performance management, employee engagement, and recruiting. The use of AI algorithms and machine learning approaches to automate regular HR operations, analyze vast amounts of employee data, and provide insightful data to aid decision-making is addressed in this article. However, integrating AI into HRM also poses a number of difficulties that must be resolved. Bias, privacy issues, and transparency are just a few of the ethical and legal ramifications of using AI in decision-making processes that are discussed in this survey. The study emphasizes how accountability and fairness must be maintained in AI systems by responsible design, oversight, and periodic evaluation. With an emphasis on job displacement and workforce reorganization, the possible influence of AI on the human workforce is also explored. To effectively traverse this change, strategies including work role redefinition, employee up skilling, and establishing a collaborative atmosphere between humans and AI are suggested. The possible advantages and breakthroughs that AI might bring to HRM practices are highlighted as the future perspectives of AI in HRM are examined. As new applications for AI in HRM, sentiment analysis, predictive analytics, intelligent decision support, and personalized employee experiences are all highlighted. In order to fully realize the promise of AI in HRM, the study underlines the significance of data infrastructure, data governance frameworks, and a data-driven culture. Overall, this survey study offers an in-depth review of the existing situation, difficulties, and prospects for AI in HRM. It aggregates current information, identifies research gaps, and gives practitioners and scholars new perspectives on how AI will fundamentally alter the way HRM activities are carried out in the future.

The Change of Game: Remote Working is a New Highway in the New Normal

The outbreak of COVID-19 produced drastic changes in every business activity & placed severe strain on human resource management activities. Although in fighting the disaster, companies found remote working as the shadow of light that may provide safety to employees and also provide a safe way to fulfill routine tasks and responsibilities. The facility of remote working is also beneficial in the new normal, and therefore, most companies are using it as a strategy and tool to increase the morale and satisfaction of their employees. However, the strategy also has some negative consequences, but there is a severe lacking of research on this issue, especially with respect to developing & Asian countries. Therefore, the major purpose of this research is to analyze the impact of remote working in the new normal on employee job satisfaction through serial mediation of employee relaxation and employee morale. Therefore, the data has been collected from IT sector SMEs from Pakistan, and analysis is made through SMART-PLS. The findings of the study indicated that SMEs are opting for the new normal strategy of working in order to optimize employee morale and increase the level of employee job satisfaction. However, further research work is optimal in order to understand the issue more clearly with respect to the SME sector in Pakistan.

Responsible artificial intelligence in human resources management: a review of the empirical literature

AbstractAs it is the case for many business processes and activities disciplines, artificial intelligence (AI) is increasingly integrated in human resources management (HRM). While AI has great potential to augment the HRM activities in organizations, automating the management of humans is not without risks and limitations. The identification of these risks is fundamental to promote responsible use of AI in HRM. We thus conducted a review of the empirical academic literature across disciplines on the affordances and responsible principles of AI in HRM. This is the first review of responsible AI in HRM that focuses solely on studies containing observations, measurements, and tests about this phenomenon. The multi-domain and multidisciplinary approach and empirical focus provides a better understanding of the reality of the development, study, and deployment of AI in HRM and sheds light on how these are conducted responsibly. We conclude with a call for research based on what we identified as the most needed and promising avenues.

Motivation key to company effectiveness in learning organisations

The aim of this study is to show the importance of building up effective motivation systems in organisations by clearly defining the substantive organisational and individual needs and by implementing high-level harmonisation between them. At the beginning of the 21st century, the most important features of the global market environment are the complexity, the instability, and the uncertainty. In such a business environment, the quick understanding of the changes and the ability of giving rapid and professional strategic answers to them become a key element in forming the efficiency of any business organisations. Such a company flexibility must be based on conscious human resource management activity founded on the attentive application of knowledge management tools so that it can effectively exploit the opportunities offered by the high-level cognition of emotional intelligence. One of the key elements of such a competent HR management work is to build up a company motivation system that serves the goals of both the company and the employees perfectly. This paper introduces the results of an extensive questionnaire survey aiming to collect reliable and comprehensive information about real intrinsic motivations of people so that a higher level of harmonisation between companies and their employees’ needs can be implemented by building up better organisational motivation systems.

Toward a Sustainable Human Resources Management: Linking Green Human Resources Management Activities with ISO Standards

The main idea of this study focuses on how green human resource management (GHRM) can be utilized effectively by discovering practical implementation areas in organizations. The purpose of this research is to link GHRM activities with ISO standards, and contribute to effective utilization of GHRM as a result of implementation of ISO standards in organizations, help in wider practical use of both, thus contribute to sustainability and environmental management (EM). Three hundred seventeen studies on GHRM activities were examined in the scan performed using the Scopus database (as an auxiliary step), 10 prominent GHRM activities were selected from these studies, and mapping the 10-item GHRM activity list with ISO standards formed the core body of the study. Methodologically, document analysis—supported by systematic literature review (SLR) and qualitative synthesis/analysis—was used. Separate links were established for each GHRM activity, each has its own findings detailed in its own subsection, and the established links are summarized in figures in Results & Discussion, depicting seven activities on primary link with 10 standards. Although the linkage of GHRM with ISO standards gives the expected result that HRM standards are dominant, the facts expressed by other related standards as a secondary benefit are also important. Along with the EM standard 14001, which is crucial to be employed in the background, it is observed that quality management (QM) and occupational health & safety (OH&S) management has also emerged as supporting fields in connection of GHRM activities with ISO standards.

Toward a new model of human resource management practices: construction and validation of the High Wellbeing and Performance Work System Scale.

The integrated mutual gains model suggests five provisional sets of human resource management (HRM) practices that should benefit both employees and organizations and, as such, be explicitly designed to have a positive impact on wellbeing, which, in turn, can affect performance. An extensive review of the literature on scales that used a high-performance work system to assess HRM practices, as well as an extraction of items related to the theoretical dimensions of the integrated mutual gains model, were performed. Based on these preliminary steps, an initial scale with the 66 items found most relevant in the literature was developed and assessed regarding its factorial structure, internal consistency, and reliability over a two-week period. Exploratory factorial analysis following test -retest resulted in a 42-item scale for measuring 11 HRM practices. Confirmatory factor analyses resulted in a 36-item instrument for measuring 10 HRM practices and showed adequate validity and reliability. Even though the five provisional sets of practices were not validated, the practices that emerged from them were assembled into alternative sets of practices. These sets of practices reflect HRM activities that are considered conducive to employees' wellbeing and, consequently, their job performance. Consequently, the "High Wellbeing and Performance Work System Scale" was created. Nonetheless, future research is necessary to evaluate the predictive capacity of this new scale.

The role of social self-efficacy and psychological capital in IT graduates’ employability and subjective career success

This study aims to assess the impact of Social Self-Efficacy and Psychological Capital on Employability and Subjective Career Success of IT graduates in Vietnam. An empirical research using a questionnaire was carried out from April to August 2022 in big cities in the North and Center of Vietnam. The sample includes 336 university graduates (within 6 years after graduation) who were undertaking IT-related jobs. Research results show that both Social Self-Efficacy and Psychological Capital have a positive impact on Employability and Subjective Career Success (which includes Job Satisfaction and Career Satisfaction). The study’s findings are significant for both educational institutions that offer IT training and human resource management activities for IT staff in organizations and enterprises in Vietnam.

Digitalization of Pesantren: A Perspective From Human Capital

Digital transformation is urgent for every aspect of life today. This is also inseparable from pesantren as Indonesia's centers of Islamic religious education. This study aims to see how the digital transformation process in the human resources field in Islamic boarding schools is. The approach to this research is library research, in which a review of the literature related to the research topic is carried out. The discussion results show that several aspects must be improved, namely 1. Digitizing Human Resource Management Activities, 2. Creative Thinking, Innovative and Collaboration Behavior, 3. Leadership and Digital Transformation, 4. Digital Environment. Transformation in human capital can increase work effectiveness, simplify work and save costs in a sustainable process.

Investigating the Influence of Human Resources Management Activities on Customer Loyalty in the Hoteling Industry Using a Multilevel Approach

Investigating the Influence of Human Resources Management Activities on Customer Loyalty in the Hoteling Industry Using a Multilevel Approach

Linking employee attributes and organizational resilience: An empirically driven model

AbstractExtant research highlights how resilient organizations effectively cope with supply chain disruptions to enhance firm performance. Yet, it remains unclear how an organization's most basic resource—that is, its individual employees—facilitates such resilience. Through a qualitative study that includes 44 interviews across four manufacturing companies, we identify critical individual attributes and show how these attributes contribute to organizational resilience. Our findings advance a framework of cognitive, emotional, and behavioral attributes through which employees facilitate resilient outcomes. Our empirically driven model enriches theory about resilience within the supply chain management domain and elevates the importance of managerial approaches associated with human resource management activities, which affect organizations' repositories of the employee attributes that foster resilience.

Green HRM, green innovation and environmental performance: The moderating role of servant leadership

BACKGROUND: Given the growing issues in environmental management, there is a need to respond to this increasing pressure by implementing the strategy of sustainability like green human resource management. OBJECTIVE: The study focuses on examining the influence of practicing green human resource management activities on environmental performance. The research also explores the interplay of Green HRM, green innovation, and service leadership in influencing environmental performance. METHODS: The technique of SEM analysis was applied to examine the direct and indirect effects. The data was captured from 328 employees of the Indian IT sector. RESULTS: The findings indicated the positive and significant mediating role of green innovation (product and process) between Green HRM and Environmental performance. Servant leadership also moderates their relationship thereby strengthening the positive influence of Green HRM on environmental performance. CONCLUSIONS: The large industries need to upgrade their system to GHRM for embedding green values, culture, and attitudes in the organization. Hiring the employees with environmental consciousness, training, and rewarding them for the promotion of an environmentally friendly culture promote green innovation. These practices with green innovation and servant leadership ensure that green initiatives are instilled in employees for the responsible behavior for positive environmental performance, which is a global need.