Practical Human Resource Management Research Articles

Green Human Resource Management in Practice: Assessing the Impact of Readiness and Corporate Social Responsibility on Organizational Change

This study examines the adoption and institutionalization of Green Human Resource Management (Green HRM) in Malaysian SMEs, focusing on the influence of Perceived Organizational Green Readiness (POG) and Perceived External Green Readiness (PEG) on the institutionalization of Green HRM (ING). Utilizing structural equation modeling from a sample of 425 respondents for Malaysian SMEs, the research reveals that POG and PEG significantly predict the Initial adoption of Green HRM (IAG), which mediates their impact on ING. This study also identifies a moderating role of corporate social responsibility (CSR) in the relationship between IAG and ING. Theoretical contributions extend stakeholder theory, the E-Commerce Adoption Model, the Organizational Readiness to Change (ORC) framework, and CSR theory to the Green HRM context. The findings provide practical insights for SMEs on aligning Green HRM with organizational strategies and external factors for effective institutionalization. This research contributes to the understanding of Green HRM processes, emphasizing the importance of initial adoption and the intricate role of CSR in sustainable business practices.

ТЕОРЕТИКО-МЕТОДОЛОГІЧНІ АСПЕКТИ ФОРМУВАННЯ ІНТЕЛЕКТУАЛЬНОГО ПОТЕНЦІАЛУ ПІДПРИЄМСТВА

The article updates the problem of intellectual potential formation, emphasizes its role in creating competitive advantages and achieving market leadership. But human resources are recognized as its basis. The purpose of the article is to review the processes and develop methodological recommendations regarding the organizational aspects of human resources management in the context of the formation of intellectual potential in order to increase competitiveness and bring the enterprise to leading market positions. In the framework of the article, we used general scientific methods of analysis and synthesis for the theoretical generalization of the studied materials. This made it possible to formulate the author's approach to the specified problem. As a result of the research, the authors developed and schematically presented the process of intellectual potential formation, where the impact on the development of human resources at the internal and external levels is considered. When supplementing the conceptual apparatus, the authors singled out the concept of "intellectual reaction" as the speed of application of management measures aimed at developing the intellectual capabilities of the company's human resources. For the same purpose, in terms of capital-forming and resource components, it is proposed to review the structure of the system of intellectual potential. The resource component involves the combining of intellectual and innovative activities. The capital-generating component combines human resources and intangible assets. Considering the fact that human resources provide an enterprise from 40% to 80% of economic growth, the authors concluded that they are the most significant component of both intellectual and innovative potential. So, the primary task of management should be the development of measures aimed at the formation of quality personnel characteristics enterprises. In this context, the expediency of continuous education, the concentration of necessary resources on qualification improvement, professional retraining, participation in professional and career trainings, measures to exchange experience are essential. But they do not underestimate the importance of the social component. On the basis of research, it is possible to form a practical human resource management apparatus at a defined enterprise, creating favorable conditions for increasing the intellectualization of the enterprise.

The Level of Human Resource Management Practices in Malaysia: A Study on Sports Graduates’ Perceptions

Employees are the most valuable resources that contribute to the organization's success. Employed university graduates are expected to be employees with good work skills to meet the needs of employers. Nevertheless, the problem of employee turnover always being challenging for management to solve. This study aims to determine the level of human resource management practices practiced in Malaysia. A total of 370 sports graduates who worked in the public and private sectors were selected for this study. Data were acquired through a questionnaire form consisting of 26 items to evaluate human resource management practices, including recruitment and selection, training and development, rewards, performance appraisal, and participation and communication. Data were also analyzed using descriptive analysis. The results show that each practice's human resource management practices were at a moderate level. Therefore, the excellent execution of human resource management practices among sports graduates may assist employers in accomplishing organizational goals.

Strategic HRM for Organisational Sustainability

The verbal confrontation on the connection amongst supportability and human resource management is getting increasingly consideration in the scholarly level and among specialists. The jolt for developing another idea – practical human resource management – is connected with extensive variety of the reasons (as the negative impact of human resource management on human resources) and these themes are the object of the examination in this paper. Because of the way that there is no agreement on meaning of reasonable human resource management, the idea is seen in a lot of ways and distinctive models of economical human resource management are proposed. The paper intends to look at hypothetically the connection amongst manageability and human resource management by dissecting the different constituents of reasonable human resource management and by presenting the model for feasible human resource management, which includes the qualities of the idea and the negative results of human resource management on people.

Competence Development and Collaborative Climate as Antecedents of Job Performance, Job Commitment and Uncertainty: Validation of a Theoretical Model across Four Hospitals.

Knowledge is lacking regarding how organizational factors are associated with uncertainty in patient treatment. Thus, the aim of the current study was to investigate how competence development and collaborative climate relates to job performance and job commitment, and further whether job performance and job commitment relate to uncertainty. Additionally, we examined whether these associations differed between four different hospitals. We applied data from 6445 hospital workers who provided care to patients. Basic statistics and structural equation modelling (SEM) were used to test the validity of the theoretical model developed in the study and the hypothesized associations. All hypothesized paths between the latent variables were significant and in accordance with the model across the four hospitals. The current study has implications for practical human resource management and indicates that competence development should be strengthened at the individual level and collaborative climate should be strengthened at the ward level. Strengthening competence development and collaborative climate can increase job performance and job commitment of individual workers and reduce uncertainty during care in hospital settings.

Verbal behaviour as an indicator of personnel wellbeing

The article examines one of the possible applications of speech activity theory and the text psychological structure as the product of this activity to the research of personnel wellbeing. Very often, an employee’s wellbeing status is inaccessible to management. The idea is that the verbal behaviour psychological pattern can be used as an indicator of employee wellbeing status perception. The authors’ aim was to develop a text analysis model to be used for revealing the peculiarities of wellbeing perception status; to determine the most diagnostic parameters of the model; and to apply them to the personnel wellbeing assessment. The authors’ conclusions are based on analyzing numerous personnel speech samples, which show how the model functions as an instrument for measuring the real quality of wellbeing status perception and how diagnostic the proposed model parameters are. The research of speech samples, which belong to university foreign language trainers from Russia and Kazakhstan, allows us to describe a typical teacher who is not satisfied with career opportunities available, the level of salary and constant management pressure. The results of the study can be applied to practical human resource management and the development of new ways of motivating and training employees in any professional field.

Prism of Employee Performance Through the Means of Internal Support: A Study of Perceived Organizational Support.

The purpose of this paper is to develop a theoretical framework for testing the perceived organizational support (POS)-employee performance relationship with a mediating effect of intrinsic motivation. To combine the concepts from perceived organizational support (POS) and employee performance, secondary data have been collected from different research papers to provide a literature-based analysis. The present study found positive relationships between POS, intrinsic motivation, and employees’ performance. The study further realized the intrinsic motivation as a potential mediator between POS and performance relationship. From this framework, numerous areas of research can be pursued to be used to research and practice human resource management. The theoretical framework which is developed in this paper is based upon literature that can be proved empirically. To improve theory, research, and practice in the field of human resource management, this paper conceptualizes the concept of POS through the means of internal support.

Subjective vitality of night workers: Association with physical and mental health

Night work is one of the most recognized responsibilities of security personnel. Feeling vital is a necessary condition for assuring proper development of this function. Thus, the analysis of its effects on physical and mental conditions is a relevant resource for achieving adequate results at individual and organizational levels. Based on a questionnaire applied to 184 private security guards in Colombia, this study examines the subjective vitality of the personnel working during night shifts and its association with self-perceptions regarding their physical and mental health. Additionally, it analyzes the interference that various demographic variables exert on these relationships. By using partial least squares structural equation modeling, the study found that subjective vitality significantly affects night workers’ mental health more than their physical health. That is, subjective vitality among respondents explains 51% of the variability of mental health and 36% of the variability of physical health. A further significant effect of physical health on mental health was also evidenced, in which the former explains the 25% of the latter variability. When comparing results between genders, the study shows that the variability of mental health explained by subjective vitality among women is larger than among men (75% vs. 28%). These results are discussed in light of the theoretical aspects of organizational behavior and are grounded around their potential to address the phenomenon of human resource management in practice. Practical implications include the need for organizational schemes that balance physical and mental health among night workers. AcknowledgmentsThe authors want to acknowledge the 184 Colombian security guards who provided their time to complete the questionnaire for this study.

Impact of HRM Practices on Job Satisfaction of Employees in Serbian Banking Sector

Research Question: The study aims to identify the level of effectiveness in Human Resource Management (HRM) and its impact on employees’ satisfaction in the banking sector of Serbia. Motivation:The aim of this research is to measure the satisfaction of employees in the banking sector of Serbia. In addition to the overall goal of this study, it is necessary to list some specific objectives: ​​to provide human resource management (HRM) analysis, to focus on the main dimensions of HRM in practice, to present a test for measuring employee satisfaction in practice, to identify weaknesses in management that affect employee satisfaction and to propose measures to improve employee satisfaction and increase motivation. The research attempts to point out the basic driving factors for better work and effects, as common motives for all workers, such as salary, job interest, the opportunity of further progress, the degree of autonomy in the performance of tasks, and the possibility of personal affirmation. The challenge that puts the management of human resources and its application into practice becomes a very relevant field of inquiry. It is important to know the answer to the research question in order to arrive at a response to whether or not to comply with Pareto optimum: “When we know where and why we are headed, little things can point us to the right direction” (Debreu, 1954). The novelty in the study is that some aspects (career improvement and job security) bring employees a greater degree of satisfaction, while others (salary and business climate) are rated as bringing significantly lower levels of satisfaction. The work is based on the applied Kruger study (Kruger et al., 2008). It is used for research, because in this specific case it makes it possible to collect the results of mortgage execution on a sample of employees of 10 banks, whose results would be useful at the level of the banking sector in Serbia. Idea: The basic idea of this paper is to evaluate different levels of employee satisfaction with different dimensions of quality of work in banking institutions. The study involves analyzing the level of satisfaction from the aspect of selection and selection of employees, job security, employee salaries, career advancement, professional training and professional development, management style, job responsibilities, awards and recognitions and, finally, business climate as key dependent variables. The key independent variables are gender, age, education and length of service, as demographic characteristics of the respondents. Data: The analysis was carried out through a questionnaire sent to the employees of the bank. The target population is employed in the banking sector on the territory of Serbia. Among the different banks, this study takes into account ten banks. 93 questionnaires were available for statistical analysis. Tools: Statistical analysis of all collected data (Z-test, correlation analysis) were used to draw conclusions about relationships between variables, specifically what employees start in the organization. With the help of the Pierson correlation coefficient, statistical significance is determined, which shows motivational effects in the behavior of employees. Findings: The findings revealed a high level of effectiveness of all HRM practices. A strong positive relationship has been identified between the effectiveness of HRM and employees’ satisfaction. The study recommended improving financial compensation system of banks, which would positively increase the level of employees’ satisfaction. Contribution: This paper expands the existing research related to the developing employee motivation in the banking sector and formulates practical suggestions for increasing motivation and avoiding its relativization. Promoting transparency and publicity and an effective system of rewards, compensation and salaries according to merit and contribution to work tasks should be promoted. It is possible to achieve a business climate by respecting the individuality and dignity of each employee, and thus to build trust among employees and loyalty to the institution.

Production risk caused by human factors: a multiple case study of thermal power plants

IntroductionThermal power plants are very popular in China. However, there has not been proportional research attention paid to production risk in these plants and human impact on production due to their importance in electricity generation. This study investigates production risks caused by human factors in thermal power plants and management methods to address identified human factors.Case descriptionEighteen semi-structured interviews with front-line, middle and senior managers from four thermal power plants in China were carried out in this cross-sectional inductive study. Fault tree analysis and causal network analysis are used.Discussion and evaluationWe identify a range of production risks and human factors potentially influencing production in both negative and positive ways. We also recognize the most effective and practical relevant management methods to deal with identified human factors.ConclusionBy investigating production risk caused by human factors through the whole production process, this study emphasizes working attitude, safety consciousness, creativity and awareness of environmental protection as essential human factors potentially influencing production risks in thermal power plants. Through our analysis, by linking human factors to different types of production risk and supplying corresponding management methods to address these human factors, we offer practical human resource management approaches in the production management of thermal power plants.

A Study on Exploring the Influencing Factors of Male Police Officers’ Trust on Female Police Officers

이 연구는 남성경찰관이 여성경찰관을 동료로써 인식하고 신뢰하고 있는가? 라는 다소 회의적인 물음에서 시작되었다. 신뢰는 협력에 따른 인지된 불확실성을 줄여주고, 위험을 무릅써야 하는 행동을 용이하게 하기에 위험하고 돌발적인 업무상황에 자주 노출되는 경찰의 특성상 동료간의 신뢰가 필수적이다. 동료신뢰를 저해하는 요인을 탐색함에 있어서 크게 개인관련 특성(신뢰성향, 권위에 대한 동조, 여성경찰과 근무경험), 조직관련 특성(양가적 성차별, 조직의 양성평등 정도), 그리고 여성경찰 특성(능력과 배려, 개인주의)으로 구분하여 살펴보았다. 또한 동료신뢰는 인지적 신뢰와 정서적 신뢰로 유형을 세분화하여 살펴보았다. 연구결과를 토대로 남녀경찰관의 신뢰향상을 위하여 여자경찰을 동료로 인식함에 있어서 저해요인 및 조직분위기 개선방안을 살펴보고, 동료간 상호신뢰를 바탕으로 업무성과 제고에 기여할 수 있는 현실적인 인적자원관리 방안을 모색해보고자 한다.This article started from a question that if male police officers who takes up the majority of the organization perceive female police officers as their partners and trust them. Trust reduces the perceived uncertainty associated with collaboration, facilitates actions to take risks, and promotes cooperation and constructive attitudes. This is the reason the trust among colleagues is essential due to the nature of the police which are often exposed to dangerous and unexpected situations during their tasks. In other words, if the trust between male and female police officers is not assured as a colleague, it will have a negative influence not only on the individual members but also on the performance of the organization. In order to examine the factors that inhibit peer trust, factors were classified into personal characteristics(personal tendency to trust, accordance with authority, previous work experience with female police), organizational characteristics (ambiguous sexual discrimination, and the degree of gender equality in the organization) and female police characteristics(ability and consideration, individualism). Also, peer trust is divided into cognitive trust and emotional trust. Based on the results of this study, it examined the factors of inhibition and the improvement of organizational atmosphere in recognizing female officers as colleagues to improve the trust between male and female police officers, and looking for a practical human resource management plan that can contribute to improving work performance based on mutual trust among colleague officers.

Human Resource Management Outsourcing Decision for Small and Medium-sized Enterprises in China

<p>Human resource management (HRM) plays an important role in every enterprise. Nowadays, in China, more and more enterprises, not only large companies, but also small and medium-sized enterprises (SMEs) choose to outsource their HRM activities for economic and strategic benefits. According to the feature of HRM in SMEs, this paper builds a more systematic and practical human resource management outsourcing decision model for SMEs. In this decision model, HRM activities are classified into transaction, profession and strategy levels, and economic benefit, core competence enhancement and risks are taken into consideration. Applying multi-objective intelligent weighted grey target decision method based on combination weighting approach, the decision model can help the enterprise decide which HRM activities should be outsourced in priority sequence. The study proposes a scientific guidance for China’s SMEs to make the HRM outsourcing decision. </p>

Performance of the Public Administrator between Practices of Human Resource Management and Performance of Public Organizations: Case Study Albanian Public Administration

Issues related to organizational performance and individual performance are somewhat complicated, especially when attempted to dismantle their interconnection. These find it difficult sometimes stem from the fact that individual performance is a dynamic variable and often quite complicated where it is difficult to identify own individual contribution from Organization. The main purpose of this paper is to evidence the theoretical approaches related to the performance of public administrator, components and its indicators, the relationship that this variable has to practice human resource management and performance of public organizations. Another goal of this work is to reach a conceptual theoretical model which further seen practically realized in public administration, Albanian. This work was carried out from two directions: first theoretical support concerning different approaches to individual performance and its mutual relationship with management practices and overall performance, followed by practical reflection between the creation and distribution of a questionnaire addressed to public administration. At the end of the paper reached some conclusions recommending nature. DOI: 10.5901/mjss.2015.v6n3s6p365

HRD and HRM Perspectives on Organizational Performance

A systematic review of literature on the relationship of human resources (HR) and organizational performance (OP) revealed a dearth of contribution from human resource development (HRD) in establishing the linkage. This linkage, which refers to the significant relationship between HRD and OP, is an important topic relevant to research and practice. The review utilized OP as the dependent variable to survey the state of human resource literature and thus, includes contributions from human resource management (HRM). The literature review revealed similarities and differences in the conceptualization of OP as a dependent variable between the two fields. On further analysis, the similarities and differences reveal convergence in specific areas of inquiry as well as emphasize the underlying differences in the philosophical assumptions of HRD and HRM. The independent contributions of HRD and HRM in establishing the HR–OP linkage also reflect the utilization of diverse research designs, methods of data collection, analysis, and findings. Both fields have focused on strategic contributions for improving organizational performance and are very much connected in practice. Much of the separation therefore, appears to be academic where competing views highlight a tension that exists in theory, research and what we know about effective HRD or HRM in practice.

Human resource management activities on the front line: A nursing perspective

Objective: To identify the practical human resource management (HRM) issues that may impact on job satisfaction, nurse retention and ultimately quality of patient care of the nurse unit manager’s (NUM) role. Background: NUMs are in the unique position within the healthcare industry to impact upon and effect large numbers of people, including nurses, doctors, patients and their families, and processes on a daily basis. More effective HRM practices could improve performance in terms of staff satisfaction, positive patient outcomes and the cost effectiveness of staff retention. Method: Two focus groups, one group of nine NUMs and one group of five staff nurses, were conducted at an Australia public hospital. A descriptive phenomenological approach informed data generation and data analysis. Results: The NUMs reported that they were not adequately trained in the skills required to effectively manage staff conflict such as manipulation and bitterness, requiring disciplinary intervention on an ongoing basis. The consequences included reduced staff morale, decreased staff satisfaction, increased stress to the NUM and ultimately retention issues for both the NUM and Unit staff. Conclusion: This study highlights the potential impact of inadequate implementation and understanding of HRM policy and practice by NUMS on the front line. Further research is required to understand why this phenomenon exists and how it can be remedied.

Islamic revival in human resource management practices among selected Islamic organisations in Malaysia

PurposeIn an era where religion predominantly presents an integral influence on the way most people live and work, an Islamic approach in managing human resources in Malaysia is apt. This is due to the fact that Muslim employees represent the largest percentage of the workforce in Malaysia and the Malaysian government is implementing an Islamization process in the country. The purpose of this paper is to explore the extent to which Muslim employees are aware of Islamic human resource management (HRM) practices and the extent to which Islamic organisations in Malaysia practice HRM based upon the Islamic approaches as outlined by the sacred Islamic texts.Design/methodology/approachThis is a survey‐based research. It uses a self‐developed questionnaire for data collection. A total of 121 Muslim employees who work in Islamic organisations participate as respondents in this paper. Factor analysis is used for data analysis.FindingsThe results show that the selected Muslim employees in Islamic organisations in Malaysia are aware of the Islamic HRM practices which they practice frequently.Practical implicationsReligious foundations of HRM strategies are important but are rarely highlighted in the literature. This paper would become an important reference for future studies pertaining to HRM practices in the Islamic context. An introduction to Islamic human resource practices is an initial attempt to provide managers with an additional way of managing people. For Muslim human resource managers who work in Islamic organisations, i.e. those Muslim‐owned or dealing with Islamic teachings, it is an obligation for them to not only know but also to apply the Islamic approach in managing employees. Non‐Muslim managers would have a better understanding of the expected and acceptable behaviours of their Muslim employees at the workplace. Among the behaviours expected of true Muslim employees; regardless of whom they work for, are honesty, trustworthiness, and continuous determination to work for the best.Originality/valueThis paper is unique from other previous studies for instead of discussing Islamic management in general, this paper explores in depth every function of HRM based on authentic Islamic sources, as well as providing empirical evidence.

Realising competitive advantage through HRM in New Zealand service industries

An emerging source of competitive advantage for service industries is the knowledge, skills and attitudes of their employees. Indeed, achievement of a ‘service quality’ culture, considered imperative for competitive advantage in service organisations, supposedly results from the use of best practice human resource management (HRM), and from a strategic approach to their implementation. This paper empirically explores the use of these dimensions of HRM as a source of competitive advantage. It finds high-performing service organisations actively engage best practices across the areas of recruitment and selection, training and development, communication and team working. Evidence of a strategic approach to the implementation of these practices is also found.

The Impact Of A Unitary Regulatory And Hrm Framework: Managerial And Worker Views From The New Zealand Workplace

This study reports views of managers and workers about employment relationships and Human Resource Management (HRM) practice. Drawing on both qualitative and quantitative data collected in 2005, this paper specifically seeks to examine how a unitary legislative framework, along with the influence of HRM with its unitary underpinnings, has impacted on manager and worker views of employment relations in the New Zealand context. Data analysis revealed current views on employment relations closely paralleled the literature on best practice HRM, and insights provided by this group of managers and workers highlight what are considered to be the important employment relations issues being faced today

Knowledge management effectiveness factors: the role of HRM

PurposeWithin the search of the key factors that explain knowledge management (KM) effectiveness, this paper aims to advance a simultaneously conceptual and practical framework that links human resource management (HRM) and KM.Design/methodology/approachA literature‐based preliminary framework assumes that a number of critical KM characteristics and KM‐related human resource (HR) practices impact on KM effectiveness. Qualitative methods are used for data collection and analysis. Three knowledge‐intensive Spanish business units of multinational companies are the target case‐study settings.FindingsSystematic patterns are found regarding the impact of critical KM characteristics and KM‐related HR practices on KM effectiveness. An induced framework, encompassing a number of specific variables and propositions, is developed.Research limitations/implicationsThe lack of a longitudinal study demands caution in the results interpretation. Also, similar studies in cultural contexts other than Spain could produce differing results. Moreover, further qualitative methods would be helpful for explanatory framework refinement, whereas quantitative surveys would test propositions, thus assessing the statistical generalisability of the results.Practical implicationsKM‐enhancing recommendations for practitioners are discussed. Special emphasis is placed on the great complexity that social and cultural issues pose on KM, and on senior managers' key actions aimed at involving the HR function more in KM strategy development.Originality/valueThis paper tackles KM‐related social and cultural issues through a broad but practical HRM perspective. It helps to advance a better understanding of the causes of KM success or failure, useful both to academics seeking theory building and to practitioners interested in insightful advice.

Human resource management – a survey of practices within family and non‐family firms

Much of the literature relating to human resource management (HRM) has attempted to demonstrate that the “Human resource” is the most valued asset in a company. Large companies have revolutionised their approach to the training and development of their personnel in order to maximise their “competitive edge”. Hotly debated is whether investment in “good HRM” is linked to commercial success. However, very little is known about HRM practices within the small‐ to medium‐size business (SME) and even less is known about the practice within a family business. This survey describes the HRM practices of SMEs (both family and non‐family businesses) in Northern Ireland. Comparisons between the groups are made and findings suggest that family businesses practice HRM differently than their non‐family counterparts. Implications for the training and development of these two groups question whether family businesses need to be treated as a “special case”.