Field Of Human Resource Management Research Articles

One who wishes to wear the crown, must bear its weight: How performance pressure benefits career-prospective employees in organizations

Performance pressure is not uncommon in the field of human resource management, and it stands as a constant companion to those aspiring to advance their careers. Drawing on the appraisal theories of emotion and literature on fear and career prospects, this research explores how and when performance pressure fosters work-goal progress. Across two time-lagged, multi-industry field studies with full-time employees, we demonstrate that performance pressure intensifies mental preoccupation with work by triggering fear of performance failure, which in turn promotes work-goal progress. Furthermore, these positive serial mediation effects (performance pressure → fear of performance failure → mental preoccupation with work → work-goal progress) are moderated by employees' career prospects within organizations, being more pronounced among those with higher career prospects. Theoretically, this work deepens the understanding of the positive impacts of performance pressure and broadens its influencing mechanisms and contextual moderators. Practically, the findings can inform organizations in leveraging performance pressure to serve the best interests of both individuals and the organization. Limitations and future directions are also discussed.

Leveraging Generative Artificial Intelligence (AI) for Human Resource Management: The AI Job Description Assignment

The introduction of generative artificial intelligence (AI) technology is rapidly changing the field of human resource management (HRM). Management educators are called to prepare students for the opportunities and challenges this new technology will bring. Thus, our aim is to provide management educators with an assignment to introduce students to the opportunities and limitations of using generative AI for writing job descriptions. The AI Job Description Assignment invites students to leverage generative AI to write a first draft job description and then refine that initial draft using information obtained from a mini-job analysis conducted with real people. The assignment exposes students to a new technology while simultaneously reinforcing the age-old importance of including job incumbents in the process through job analysis interviews or surveys. Students learn both the benefits and limitations of generative AI while re-imagining a traditional HRM method. A how-to guide is provided for instructors along with quantitative and qualitative evidence of effectiveness.

Influence of Emerging Trends in Human Resource Management on Employee Performance of Nandi County Government, Nandi County, Kenya

There has been a rise of many emerging trends and issues in all sectors and organizations globally, and the human resource management field was not an exception. Therefore, this study sought to establish the influence of emerging trends in human resource management on employee performance within the Nandi County Government. The study was guided by the following objectives: to assess the influence of professional development and to determine the influence of information technology on employee performance. The findings of the study would enable the county government to understand how emerging trends influenced the performance of their employees and served as a reference point for prospective researchers. The study was anchored on the theory of performance and resource-based theory. It adopted both quantitative and qualitative research approaches. The study design was descriptive research design, and the target population was 222. The sampling adopted included stratified and simple random sampling techniques. The sample size of the study was 143, determined using the Yamane method. Structured questionnaires and interview guides were used to collect data, which were analyzed through descriptive and inferential statistics, including mean, standard deviation, and linear regression. The analyzed data were presented in tables, charts, and graphs. The study found that professional development emerged as a significant influencer, with a coefficient of 0.402 and a standardized coefficient of 0.421, suggesting a positive influence on employee performance through investments in professional growth. This influence is supported by a high t-value of 4.612 and a p-value of .000. Information technology similarly demonstrates a notable influence, with a coefficient of 0.383 and a standardized coefficient of 0.392. The statistical significance is reinforced by a t-value of 3.286 and a p-value of .000. The study concluded that employees perceived training programs related to the management information system positively. Further, the study concluded that there is a strong commitment among employees to pursue higher academic qualifications, indicating a culture of continuous learning within the Nandi County Government. The study recommended that comprehensive continuous learning programs be developed and implemented to encourage and support employees in pursuing higher academic qualifications and professional certifications. It also recommended that customized managerial training programs should be created to align with the specific competencies needed in the Nandi County Government Enhancing the IT infrastructure and accessibility in the County Government.

The Law of Data-driven on Employee Growth in Enterprise Human Resource Management in the Era of Digital Transformation

In the era of digital transformation, the popularity of artificial intelligence technology has driven the development of the field of Human Resource Management (HRM) in enterprises, and data-driven HRM has become the key to the development and success of enterprises. Due to the late start, data-driven HRM is still in the development stage in China. To address the problem that traditional HRM lacks accuracy and real-time, this study proposes a Growth Potential Prediction (GPP) model based on the combination of all class features and a Random Forest (RF) classifier. The results of the study showed that the prediction accuracy of interpersonal background, work ability, educational status and organisational environment characteristics under the screening index based on [Formula: see text]1 value were 85.01%, 66.34%, 66.41%, 44.19% and 64.27%, respectively. The accuracy of ROS under the RF classifier and the macro [Formula: see text]1 value were 87.31% and 87.24%. After adding the network features, the accuracy and macro [Formula: see text]1 values of the feature ensemble could reach 90%, and the accuracy and macro [Formula: see text]1 values of all class feature combinations were 89.01% and 89.10%, respectively. In summary, the GPP model based on the combination of all class features and the RF classifier proposed in the study can accurately predict the growth potential of employees and provide some guarantee for mining the growth pattern of employees.

Improving information theory of context-aware phrase embeddings in HR domain

The object of the study is context-aware phrase representations. The growing need to automate candidate recruitment and job recommendation processes has paved the way for the utilization of text embeddings. These embeddings involve translating the semantic essence of text into a continuous, high-dimensional vector space. By learning context-aware rich and meaningful representations of phrases within the human resource domain, the efficacy of similarity searches and matching procedures is enhanced, which contributes to a more streamlined and effective recruitment process. However, existing approaches do not take into account the context when modeling phrases. This necessitates the improvement of information technology analysis in this area. In this paper, it is proposed to mark the beginning and end of phrases in the text using special tokens. This made it possible to reduce the requirements for computing power by calculating all phrase representations present in the text simultaneously. The effectiveness of the improvement was tested on a new dataset to compare and evaluate the models in the task of modeling phrases in the field of human resources management. The proposed approach to modeling phrase representations with regard to context in the field of human resources management leads to an improvement in computational efficiency by up to 50 % and an increase in accuracy by up to 10 %. The architecture of the machine learning model for creating context-aware phrase representations is developed, which is characterized by the presence of blocks for taking into account phrase boundaries. Experiments and comparisons with existing approaches have confirmed the effectiveness of the proposed solution. In practice, the proposed information analysis technology can be used to automate the process of identifying and normalizing candidates' skills in online recruiting

Algorithmic human resource management: toward a functional affordance perspective

PurposeOrganizations are increasingly deploying algorithmic human resource management (HRM) for decision-making. Despite algorithms beginning to permeate HRM practices, our understanding of how to interpret and leverage the functions of algorithmic HRM remains limited. This study aims to review the stock of knowledge in this field of algorithmic HRM and introduce a theoretical perspective of functional affordance to enhance the understanding of the value of algorithmic HRM.Design/methodology/approachA systematic literature review was conducted in this study based on 283 articles. The articles are extracted from the Web of Science and Scopus. The content of the articles was then integrated to formulate the framework for this study.FindingsFunctional affordance highlights algorithmic HRM can be systematically embedded within the organizational environment, with its characteristics naturally suggesting the functionalities or actions available for HR managers to choose from. The findings of this study demonstrate five features of algorithmic HRM from the perspective of functional affordance: awareness of algorithmic HRM, alignment with business model design, action readiness, adaptation to business context and attribution to individuality.Originality/valueThis study provides a novel perspective for understanding the insufficiently theorized application of algorithmic HRM within organizations. It presents an integrated framework that elucidates the key features of algorithmic HRM and elaborates on how organizations can better develop algorithm-driven capabilities based on functional affordance.

Implementation of Strategic Human Resource Management Practices: A Review of the Organisational Performance and New Research Paths

This study aims to discover new avenues for research in the field of Strategic Human Resource Management (SHRM) by investigating the effects of SHRM practices on organizational performance. This study investigates how well HR policies and procedures mesh with overarching company objectives by means of a quantitative methodology and an exhaustive literature analysis. Quantitative data will be gathered through structured surveys aimed at 500 HR managers and executives from different industries. The purpose of these surveys is to measure the implementation and outcomes of SHRM practices. A systematic review of the existing literature will also be conducted to synthesize current knowledge and identify research gaps. In addition to discussing new trends like technology, globalization, sustainability, employee happiness, and agile work methods, important results show that SHRM improves financial performance, employee engagement, and competitive advantage. This study seeks to contribute to the understanding of SHRM and its crucial role in improving organizational resilience and performance by pointing out major research gaps and offering future approaches.

Exploring the job (dis)satisfaction indicators of online food delivery employees: insights from employees' online reviews

PurposeThe present study sought to determine the main themes employees discussed in online reviews associated with satisfaction (pros) and dissatisfaction (cons).Design/methodology/approachThis study used qualitative content analysis to examine employee reviews working in India's largest food delivery company.FindingsThe analyses revealed the existence of seven themes: company environment, employees, salary, work–life balance, company culture and values, flexibility and favoritism. Negative themes were associated with the “work-life balance” and “favoritism” themes. The results provided valuable insights into online food delivery platform employees' overall experiences based on social media information and aided in identifying key themes associated with various satisfaction levels.Originality/valueThis study contributes to the literature by uniquely utilizing user-generated content from an employment search engine as a novel data source to investigate the factors influencing satisfaction and dissatisfaction among online food delivery employees. This approach represents a significant departure from traditional survey-based methods, filling a gap in the literature by offering insights directly from employees' unfiltered perspectives. By leveraging this innovative methodology, our research provides a fresh and nuanced understanding of the experiences and concerns of online food delivery workers, thereby adding substantial value to the fields of organizational behavior and human resource management.

Study on the Development and Influencing Factors of Psychological Empowerment

Psychological empowerment, as a core concept in contemporary management, has garnered significant attention in recent years within the fields of organizational behavior and human resource management. By enhancing employees' autonomy, competence, meaning, and impact, psychological empowerment effectively stimulates intrinsic motivation, thereby improving job satisfaction and organizational effectiveness. This study aims to systematically review the evolution of the concept of psychological empowerment, including its dimensions and measurement methods. It examines key antecedents affecting psychological empowerment, such as individual characteristics (e.g., personality traits, self-efficacy), job characteristics (e.g., task variety, job significance), and organizational features (e.g., organizational climate, empowerment culture), as well as outcomes like job satisfaction, job performance, and organizational commitment. Based on these findings, potential future research directions are proposed, providing valuable insights for the further development and practical application of psychological empowerment theory.

A Benchmarking Model for HRM Elements of Large Mining Industry: ISM-Based Approach

While human resource management (HRM) elements concerning the expansive mining industry have been acknowledged, they still need to be explored. This paper presents a novel and strategic endeavour to construct a benchmark model linking HRM elements specific to the large mining industry. Drawing from an extensive literature review, crucial HRM elements pertinent to the mineral industry are systematically identified and thoroughly examined. The study utilises the interpretive structural modelling (ISM) technique within the context of major Indian mining industries to unveil latent relationships among these HRM-related elements. Through six-phased interactions, a foundational model is established, illuminating these relationships. The findings are poised to positively impact the mining industry, contributing to enhanced system sustainability. Furthermore, this paper represents a pioneering effort as the first research to elucidate the relationship model of HRM elements within the mining industry. It encourages HRM researchers to delve further into the mining industry to address its challenges. This research serves as a foundational study and provides a platform for further investigations by HRM experts, researchers and field personnel, enabling a multifaceted exploration of HRM perspectives.

HR-brand: features of formation and development

Relevance. The development of HR management stems from the need for organizations to attract and retain highly qualified employees in the competitive environment of the modern labor market. HR branding is a strategy based on the formation and support of a positive image of the company in the eyes of employees, as well as the company's commitment to the principles and values that bind employees and the organization. Positive evaluations of the organization's employees and their recommendations can attract new specialists and strengthen the company's reputation as a reliable and attractive employer.The purpose of the article is to study a special category of reputation and perception of the company – the HR brand.Objectives: to study the conditions for building an HR brand, its structure and key elements; to consider the history of the origin of the idea of HR branding; to assess the interest in creating a special reputation in the field of human resource management; to justify why it is impossible to build an EVP (employer's value proposition) without HR branding.Methodology. In the course of scientific research, empirical, theoretical, statistical methods and methods of graphical representation were used.Results: the theoretical aspects of building a company's HR brand were studied; the popularity of this topic in science and business was shown. A set of knowledge about the features of HR branding in the Russian and foreign markets has been formed and the prospects for the development of this area are shown. It shows why it is important to work on an HR brand and how to start forming a positive image of the company, its reputation and prestige.Conclusions. The article emphasizes the relevance and importance of the topic under consideration, taking into account the latest trends, prerequisites and prospects for new companies. The possibilities that open up for an employer when forming an original and popular HR brand are considered.

Адаптивное стимулирование как элемент эффективной системы управления человеческими ресурсами вуза

The article researches the problem of adaptive incentives as a significant element of an effective human resource management system of a higher education institution. The purpose of the study is to provide a methodological analysis of key aspects of team adaptation incentives using in HRM and justification of a set of measures aimed at achieving strategic goals in the field of human resource management of an educational organization. The research methodology is based on the conceptual provisions of management theory and HRM, identifying alternative approaches to resolving individual problematic components of human resource management in educational organizations. It is demonstrated that in the conditions of talent competition the focus of the system of adaptation incentives to the changing parametric characteristics of competitive socio-economic dynamics applied in HRM of higher education institution is team adaptation, which ensures the improvement of management efficiency in achieving strategic goals. The significance of the research results lies in the proposal and justification of adaptive measures that stimulate teamwork of employees of an educational organization by developing leadership and management skills, building up the system of feedback and communication, creating a favorable educational environment, etc. The implementation of the proposed activities will contribute to the improvement of HRM quality, to building competencies and motivation for teamwork.

What influences the use of HR analytics in Human Resource management in Norwegian municipal health care services?

BackgroundThe centrality of human resources in the provision of healthcare suggests that Human Resource (HR) management and the use of Human Resource analytics – use of digital data to better understand, assess, plan and organize the workforce - can play an important role in this. However, data driven decision making in the field of human resource management is lagging, and the appropriation of HR analytics in the healthcare sector is limited.AimThe current study explores the role of HR departments and the adoption of Human Resource analytics in four municipalities in Norway to obtain insights into what influences the use or lack of use of HR analytics.MethodsEmpirical data were generated through qualitative interviews with fourteen individuals working in HR departments, the municipal administration, and the healthcare services. Structurational theory guided the analysis. The findings show that none of the municipalities made extensive use of data to inform decision making related to human resource management or workforce planning.Results and conclusionThree conditions hampered or made irrelevant the use of HR analytics: a decoupling between the services and HR, a weak data-culture, and HR and decision-making processes involving a plurality of stakeholders. However, there were changes underway in all municipalities related to the role of HR and HR analytics.

Exploring the Impact of Transformational Leadership on Employee Motivation and Organizational Performance: A Human Resource Management Perspective

This study explores the impact of transformational leadership on employee motivation and organizational performance from a human resource management perspective. Utilizing a qualitative literature review methodology, the research synthesizes existing studies to provide a comprehensive understanding of how transformational leadership practices influence employee motivation, engagement, and overall organizational effectiveness. Transformational leadership, characterized by its focus on inspiring and motivating employees through vision, support, and empowerment, has been widely recognized for its positive effects on employee attitudes and behaviors. The literature review reveals that transformational leaders enhance employee motivation by fostering a supportive work environment, encouraging innovation, and promoting professional development. Additionally, the review highlights that organizations led by transformational leaders often experience improved performance outcomes, including higher productivity, increased job satisfaction, and reduced turnover rates. However, the findings also indicate that the effectiveness of transformational leadership may vary depending on contextual factors such as organizational culture, industry, and employee demographics. This study contributes to the field of human resource management by offering practical insights into the benefits and challenges of implementing transformational leadership in diverse organizational settings. The implications of these findings suggest that HR professionals should consider adopting transformational leadership development programs to enhance employee motivation and drive organizational success.

The Impact of Risk Management, Transformational Leadership on Corporate Financial Performance in the Global Era.

The purpose of this writing is to study and analyze the Impact of Risk Management, Transformational Leadership has an impact on Company Financial Performance. By studying and analyzing literature research in the field of human resource management, previous research, phenomena that occur in society and analysis. The method used in this research is literature research by reviewing some previous research results. This scientific article was written using qualitative methods and literature research with the help of the latest references obtained from Google Schoolers citation search. analyzed, with the process of triangulation neutralizing existing subjectivity. Based on the research and analysis carried out, it was concluded that risk management and transformational leadership have a role in the company's performance. Risk management and transformational leadership become the model used to manage the resources in the company, so that it can get a better financial performance of the company.

What is the relation between training transfer evaluation factors and training transfer when measured in the Spanish Public Administration?

The European Commission will reinforce the value of adult training through an evaluation of the impact of actions. Among the existing options in evaluating the impact of actions, training transfer is crucial in determining the degree to which the learning acquired during training is used at work. We validated a predicting transfer model in the Spanish Public Administration (SPA) by analyzing, through structural equation modeling (SEM), results of the application of the Factors for Predicting Transfer (FPT) questionnaire applied after the training, and the Scale of Efficacy (CdE) applied four months after the training (n = 726). Although satisfaction and motivation to transfer were not related to transfer, content relevance and accountability were. This study widens the traditional contexts of the study of training transfer and provides valid and reliable empirical data on transfer embedded in a new context, the Spanish Public Administration. This can help further develop the field of international human resource management (IHRM) by exploring transfer in different cultural contexts.

The catalytic effect of organizational learning on ambidexterity for firm performance

Purpose This study investigates the impact of organizational ambidexterity on employee performance within Jordanian clearance companies, focusing on the mediating role of organizational learning. This research aims to explore how the dimensions of exploration and exploitation influence performance outcomes, including effectiveness and growth. Design/methodology/approach Using analytical descriptive research, this study uses SMART-PLS 4 for hypothesis testing and mediation analysis. A meticulously developed questionnaire, grounded in scholarly literature and vetted by experts, was distributed to 230 employees across the Jordanian clearance industry, achieving a 91.3% response rate. Findings This study found that companies do better when they effectively explore and exploit, especially if they also focus on learning and adapting. This insight is particularly useful for those in the human resource development and management fields who aim to boost employee performance and, ultimately, the success of their organizations. The findings reveal a significant indirect effect of organizational ambidexterity on performance through organizational learning. Ambidexterity explained 55.6% of the variance in organizational learning, and subsequently, organizational learning accounted for 47.4% of performance variance. The total performance variance was 81.8%, indicating a strong relationship between the constructs. Research limitations/implications This study’s scope is limited to the Jordanian clearance industry, suggesting the need for further research across different contexts and industries. The reliance on self-reported data may introduce bias, warranting future use of mixed methods for a more comprehensive understanding. Practical implications The findings underscore the importance of fostering organizational learning as a mediator between ambidexterity and performance. Companies should invest in strategies that enhance both exploratory and exploitative activities, leveraging organizational learning to improve performance outcomes. Social implications By highlighting the role of organizational learning in mediating the relationship between ambidexterity and performance, this research suggests pathways for businesses to contribute to economic growth and employee development within the Jordanian context and potentially beyond. Originality/value This study contributes to the field by examining the underexplored context of the Jordanian customs clearance industry and using a robust methodological framework to assess the relationship between organizational ambidexterity, learning and performance. It provides empirical evidence supporting the significant impact of balanced competency configurations on performance outcomes.

A review on human resource management practices as driver for employee engagement

There is a growing emphasis on employee engagement in organizations and academia. It is reflected through an increasing number of academic publications that explores the link between human resource management practices and employee engagement. The present study investigates this relationship using bibliometric analysis. It is crucial to understand how human resource management practices influence employee engagement for creating a more productive and engaged workforce. The publications that focused on “human resource management” and “employee engagement” between 1996 and 2023 were analysed using the Biblioshiny package in R from the Web of Science (WoS) database. The analysis examined the existing research trends and also included comparative analysis across different geographic regions. It identified the emerging trends in human resource management research and the interconnectedness of various sub-disciplines within human resource management. This study offers a comprehensive analysis of the relationship between human resource management practices and employee engagement that revealed new avenues for future research and collaboration within the human resource management field. In other words, it will certainly provide valuable insights for future research agendas.

Research on the Application of Artificial Intelligence Technology in Corporate Recruitment

With the continuous advancement of artificial intelligence (AI) technology, an increasing number of enterprises have integrated it into the field of human resource management, presenting both new opportunities and challenges. AI technology can assist the human resources department in more efficiently processing and analyzing large amounts of data during the recruitment process, thereby optimizing recruitment procedures and enhancing the overall organizational efficiency and employee satisfaction. The aim of this study is to provide valuable guidance and reference for enterprises to effectively utilize AI technology in recruitment efforts. Initially, this article outlines the current application of AI technology in corporate human resource management. Subsequently, through specific cases, it conducts an in-depth analysis of the practical application of AI in the recruitment process. Finally, a comprehensive evaluation of the cost-effectiveness and applicability of AI technology in recruitment is presented.

The Influence of Interactional Justice and Procedural Justice on Organizational Commitment with Perceived Organizational Support as an Intervening Variable

This research aims to examine the influence of interactional justice and procedural justice on organizational commitment with perceived organizational support as an intervening variable. The instrument in this research uses a questionnaire in the form of a closed statement because there are already alternative answers in the form of a 1-5 Likert scale, respondents are permanent employees of PT. PLN UP3 Malang (Persero) numbering 106 people. Data analysis uses the help of Smart PLS4 data processing software. The research results show that interactional justice and procedural justice have a significant positive influence on organizational commitment. Perceived organizational support has also been proven to act as an intervening variable that strengthens the relationship between interactional justice, procedural justice, and organizational commitment. This research is useful in the field of human resource management, especially in managing company policy direction by considering aspects of justice and organizational support so that it can increase organizational commitment from employees. This study makes a new contribution by identifying the role of perceived organizational support as an intervening variable in the relationship between interactional justice, procedural justice, and organizational commitment, which can enrich the human resource management literature.