Human Resource Management Literature Research Articles

Embedding transparency in artificial intelligence machine learning models: managerial implications on predicting and explaining employee turnover

Employee turnover (ET) is a major issue faced by firms in all business sectors. Artificial intelligence (AI) machine learning (ML) prediction models can help to classify the likelihood of employees voluntarily departing from employment using historical employee datasets. However, output responses generated by these AI-based ML models lack transparency and interpretability, making it difficult for HR managers to understand the rationale behind the AI predictions. If managers do not understand how and why responses are generated by AI models based on the input datasets, it is unlikely to augment data-driven decision-making and bring value to the organisations. The main purpose of this article is to demonstrate the capability of Local Interpretable Model-Agnostic Explanations (LIME) technique to intuitively explain the ET predictions generated by AI-based ML models for a given employee dataset to HR managers. From a theoretical perspective, we contribute to the International Human Resource Management literature by presenting a conceptual review of AI algorithmic transparency and then discussing its significance to sustain competitive advantage by using the principles of resource-based view theory. We also offer a transparent AI implementation framework using LIME which will provide a useful guide for HR managers to increase the explainability of the AI-based ML models, and therefore mitigate trust issues in data-driven decision-making.

Electronic Human Resource Management: A Contemporary Overview

Information technology (IT) has become an integrated element of modern business world. In current years, the usage of IT in functioning human resource management (HRM) activities has amplified significantly. Electronic human resource management (EHRM) has the capability to expand managerial proficiency and elevate the role of employees as the strategic stakeholders. Swift technological advancements have turned EHRM into a considerable theoretical and professional agenda. This theoretical paper has made an investigation into the contemporary level of developments of the theoretical facts linked to EHRM. In this paper, the author has tried to review the various features of EHRM specially the scholastic perceptions around EHRM, the role of EHRM, the categories of EHRM; and the relationship of EHRM with contemporary business practices. The paper will hopefully contribute into HRM literature and regulate the value of EHRM practices, both theoretically and practically. It is also expected that this research will support the academicians and practitioners alike to have a complete representation of the contemporary issues related to EHRM.

Fostering assigned expatriates’ innovativeness via culturally intelligent supervisors: a resource gain perspective

Assigned expatriates play a role in the innovations of multinational companies (MNCs). Yet, we still know little about how MNCs can help their expatriates towards being more innovative. In this study, we draw on conservation of resources theory to propose that perceived host country national (HCN) supervisor cultural intelligence (CQ), as a contextual resource, positively influences expatriates’ innovativeness via two personal resource pathways. Specifically, we suggest that expatriates’ work engagement and subsidiary socialization, as corresponding personal energy and personal knowledge pathways, positively mediate between perceived HCN supervisor CQ and expatriate innovativeness. We further hypothesize that expatriate cultural metacognition, as a key resource, helps expatriates utilize contextual resources more effectively to generate personal resources to innovate, and thus, it positively moderates the two mediation pathways. We use time-lagged data collected from assigned expatriates to test our hypotheses. We discuss our theoretical and practical contributions to the international human resource management literature.

ANALYSIS OF FACTORS AFFECTING EMPLOYEE PERFORMANCE AT BANK SYARIAH INDONESIA (BSI) OF ADAM MALIK BRANCH OFFICE IN MEDAN CITY

This study aims to determine the concept of factors that affect employee performance at Bank Syariah Indonesia (BSI), which expected to be empowering human resources, work motivation, job satisfaction. A study of human resource management (HR) literature. The type of research used by the researcher is field research using qualitative methods and literature studies or library research. Data collection techniques used by researchers are interviews and observation. The finding reveals that HR empowerment has an effect on employee performance at Bank Syariah Indonesia, Work motivation has an affects employee performance at Bank Syariah Indonesia, and Job satisfaction has an effect on employee performance at Bank Syariah Indonesia. Therefore, the findings means that the more often the empowerment of human resources is given, the higher the employee's performance and the higher the work motivation, the higher the employee's performance and will also result in job satisfaction for employees at Bank Syariah Indonesia (BSI) Adam Malik Branch Office in Medan City.

Employee treatment and discontinued operations

PurposeThe authors investigate the relation between employee treatment and the likelihood of discontinuing business operations.Design/methodology/approachThe authors use regression analysis to investigate the relation between employee treatment and the likelihood of discontinuing business operations.FindingsThe authors find a significant negative relation between employee treatment and the likelihood of discontinuing business operations, suggesting that firms with better employee treatment are less likely to discontinue operations.Originality/valueThis study contributes to two distinctive steams of research: discontinued operations in accounting literature and employee welfare in human resources management literature.

Discovering and nurturing local key stakeholders’ talent in emerging economies: using fsQCA to test the external human resources approach

In the global talent management (TM) field, scholars are calling for distinct and extended human resource (HR) architecture and systems facilitating the management of local talent. To answer to these calls, we adopted a stakeholder theory perspective that responds to five main criticisms of talent management in emerging markets (EMs). Based on that, we identified five main characteristics (purpose-driven organisation; translation attitude; empowerment-based engagement; cross-country relationship network; external HR approach) that could facilitate effective discovery and nurturing of local talent. Our study aimed to investigate if and what configuration of characteristics exists to enable MNEs to develop an effective talent management strategy of key local stakeholders for broader economic, social and environmental value creation, supported by the strategic HR management literature. We performed a fuzzy set Qualitative Comparative Analysis of 20 training projects addressed to local key stakeholders in various industries and emerging countries. We demonstrate that the successful path for effective TM in EMs includes all five characteristics and our novelty lies in the discovery that to achieve effective TM in EMs, MNEs must consider local key suppliers and contractors as part of the organisation, forging what we call an external HR approach.

Different starting lines, different finish times: The role of social class in the job search process.

Although social class is an important construct throughout the social sciences, it has received only minimal attention in the industrial-organizational psychology, organizational behavior, and human resource management literatures. As a result, little is known regarding the potential role of social class in the work and career context. The present study examines the role of social class during the job search process. We integrate self-regulation and social class perspectives to hypothesize ways social class may influence job search antecedents, behaviors, and outcomes. Analysis of longitudinal data from new job entrants (N = 516) indicated that job seekers from lower social classes possess lower job search self-efficacy, lower perceived social support, and higher perceived financial hardship compared with those from higher social classes. Further, results suggest that through the mechanism of lower self-efficacy, lower social class job seekers display lower job search intensity. Finally, one indicator of social class-parental income-was positively related to job acceptance rate, a hazard outcome that reflected whether and how quickly participants accepted a job. In contrast, subjective social class was negatively related to job acceptance rate. Overall, the present findings suggest that social class plays a multifaceted role in the job search process and, thus, warrants more attention within this and other areas of organizational research. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

A cross-industry comparison of how women leaders experience gender bias

PurposeThis paper compares how women leaders in four US industries–higher education, faith-based non-profits, healthcare and law–experience 15 aspects of gender bias.Design/methodology/approachThis study used convergent mixed methods to collect data from 1,606 participants. It included quantitative assessment of a validated gender bias scale and qualitative content analysis of open-ended responses.FindingsResults suggest that, while gender bias is prevalent in all four industries, differences exist. Participants in higher education experienced fewer aspects of gender bias than the other three industries related to male culture, exclusion, self-limited aspirations, lack of sponsorship and lack of acknowledgement. The faith-based sample reported the highest level of two-person career structure but the lowest levels of queen bee syndrome, workplace harassment and salary inequality. Healthcare tended towards the middle, reporting higher scores than one industry and lower than another while participants working in law experienced more gender bias than the other three industries pertaining to exclusion and workplace harassment. Healthcare and law were the two industries with the most similar experiences of bias.Originality/valueThis research contributes to human resource management (HRM) literature by advancing understanding of how 15 different gender bias variables manifest differently for women leaders in various industry contexts and by providing HRM leaders with practical steps to create equitable organizational cultures.

Quality in Mixed Human Resource Management Research: Evidence from Published Literature

The study focuses on several issues that affect methodological rigour of mixed research. The article aims at providing illumination and clarity on continued use of terminologies in mixed research in a confusing manner. Research paradigms should conduct from time-to-time inward introspection to ascertain quality of research papers. This article attempts to ascertain quality of published mixed research. The article investigates several dimensions of quality in mixed Human Resource Management (HRM) research and then gives recommendations to improve research practice. It dwells on ignored issues in quality of mixed research such as conceptual and theoretical framework, catapulting them to the high table of quality discourse in mixed research. As a pivotal divergence from previous studies, traceability as an integral mixed research quality dimension is given prominence. This article utilises quantitative and qualitative document review guides to collect data from published journal papers in HRM. The study found that there are areas of improvement in the conduct of mixed HRM studies and proposes a framework that can act as a guide in evaluating quality criteria. Mixed research is marginalised in HRM literature owing to the small percentage of published papers.

Modelling the interaction between serious leisure, self-perceived employability, stress, and workplace well-being: empirical insights from graduates in India

PurposeDrawing on a framework of Job Demands-Resources (JD-R), the purpose of this paper is to conceptually develop and empirically validate a moderated mediation model of serious leisure and workplace well-being.Design/methodology/approachThe data were collected between December 2020 and March 2021 using an online questionnaire. A total of 225 completed questionnaires were received from employees in India who graduated between 2018 and 2020.FindingsThe authors’ findings indicate that serious leisure is positively associated with workplace well-being and that the relationship is mediated by self-perceived employability. Stress moderates the relationship between serious leisure and self-perceived employability in such a way that the association is stronger when levels of stress are higher. Stress also moderates the mediating effect of self-perceived employability on the relationship between serious leisure and workplace well-being such that the indirect effect of serious leisure on workplace well-being is stronger when levels of stress are higher.Originality/valueTheoretical implications come from drawing on leisure studies literature to differentiate casual leisure and serious leisure. The concept of serious leisure is subsequently integrated into the human resource management literature to explore the relationship between serious leisure, self-perceived employability, stress, and workplace well-being. Practical and policy implications suggest how universities and organisations can support their students and early careers talent by encouraging them to participate in serious leisure activities.

Finding human nature coherence in theoretical narratives: A heuristics approach and a leadership illustration

Overlooking the explanatory consequences of human nature assumptions (models of people) may compromise the internal coherence of leadership theories that use two or more models of people. However, judging the internal coherence of theories based on their human nature assumptions can be challenging, partly due to the complexity of human nature. I attempt to reduce the complexity by proposing human nature as heuristics that provide explanatory leverage to theoretical narratives. The other part of the challenge lies in the near absence of appropriate conceptual tools for straightforward comparisons of human nature assumptions. To tackle this challenge, I propose a typology of human nature heuristics and illustrate its usefulness in judging the internal coherence of multiple leadership theories. The human nature heuristics typology can also provide a conceptual framework for integrating leadership and human resource management literature.

Barriers to green human resources management (GHRM) implementation in developing countries. Evidence from Ghana

Recent developments on climate change and sustainability have led regional and international environmental activists to exert pressure on firms to adopt and implement sustainable green initiatives. Implementation of green policies is, however, not free from obstacles. This research investigated the critical barriers to green human resource management (GHRM) implementation among Ghanaian firms. Seventeen barriers were identified and subsequently categorized into five major barriers. An interview was conducted with twenty human resource and environmental management professionals to pre-test the survey items. Later, one hundred and nineteen questionnaires were administered to selected chief executive officers (19), human resource managers (30), chief financial officers (30), and heads of employees (40) in selected firms. The Preference selection index (PSI) method was applied to rank the major barriers and sub-barriers. The economic barrier accounted for 23.3% of GHRM hindrances in the study area. Overall, the lack of financial resources scored (0.999), and emerged as the most critical barrier within the sub-barriers. The political and regulatory barrier (20.1%) came second, while the culture and education barrier (18.2%) ranked lowest. To mitigate the most critical barriers, the government and financial institutions can provide funding opportunities in the form of low-interest loans to organizations to design and implement green corporate policies and strategies. This paper adds to the existing green human resource management literature by investigating and analyzing GHRM implementation barriers within a developing country setting. This provides policy makers and practitioners with knowledge in designing suitable policies to counter environmental innovation obstacles and thereby promote GHRM implementation in Ghana and in similar economies.

EMPLOYEE PERFORMANCE DETERMINATION: LEADERSHIP STYLE, INDIVIDUAL CHARACTERISTICS, AND WORK CULTURE (A STUDY OF HUMAN RESOURCE MANAGEMENT LITERATURE)

Previous research or relevant research is very important in a research or scientific article. Previous research or relevant research serves to strengthen the theory and phenomena of the relationship or influence between variables. This article reviews the factors that affect employee performance, namely: Leadership style, individual characteristics and work culture, a study of Human Resource Management literature. The purpose of writing this article is to build a hypothesis of the influence between variables to be used in further research. The results of this literature review article are: 1) Leadership Style has an effect on Employee Performance; 2) individual characteristics affect employee performance; and 3) work culture has an effect on employee performance.

Are undergraduate students good proxies for HRM professionals? A comparison of responses in a hiring decision study

PurposeThere is a dearth of human resource management (HRM) literature examining the generalizability of research employing undergraduate student participants. The purpose of this study is to conduct an experiment to compare the job applicant evaluations and hiring decisions of undergraduate student participants with those of working adults with hiring experience.Design/methodology/approachThis study employed a between-person 2 × 2 × 4 experimental design: participant group (undergraduate students or working adults with hiring experience) × job gender-type (male typed or female typed) × job applicant (heterosexual female, lesbian female, heterosexual male or gay male). Participants read descriptions of a job and a job applicant and then evaluated the applicant.FindingsThe results supported a moderated mediation model where participant group moderated the interaction of applicant gender and job gender-type in predicting perceptions of competence, which in turn predicted perceptions of person-job fit, likeability and respect-worthiness, which then predicted hiring decisions. Undergraduate student participants, but not working adults with hiring experience, evaluated female applicants applying for a male-typed job in a manner consistent with gender stereotypes and were less likely to hire the female applicant than the male applicant.Originality/valueTo inform HRM practice, research must reflect real-world decision-making. The literature on the roles of gender stereotypes and bias in hiring, and other important HRM decisions, relies heavily on undergraduate student participants. Findings of this study suggest a need to further examine whether those studies can be generalized to working adults actually making those decisions.

The Relationship between Organizational Justice, Organizational Trust, and Organizational Citizenship Behavior: A Case Study of the Employees of the Karabuk University

Employees and institutions are being forced to evolve and innovate because of technology advancements, globalization, and increased competitive circumstances in the era we live in. Globalization and growing competition have prompted firms to make the most of their current financial and human resources and develop staff capabilities. Employees’ experience, creativity, understanding, and knowledge are regarded as essential competitive assets for organizations looking to boost their competitive potential, differentiate themselves from their rivals, and establish a common language across the firm. In this context, the human factor is seen as the most striking component of the employee/human resource when it comes to achieving the institution’s objectives. The fact that the human element of the employee/human resource behaves by organizational objectives is intimately linked to the organization’s high feeling of fairness. The term "organizational justice" refers to organizational members’ perspectives of interaction, distribution, function, and distribution within the organization. The idea of "justice" is one of the topics examined in human resource management, organizational psychology, and organizational behavior literature. The fact that the phenomenon of justice is a crucial aspect in the active fulfillment of institutions’ tasks underpins this.

Talent management and performance in the public sector: the role of organisational and line managerial support for development

While research shows that talent management (TM) practices are linked to individual and organisational outcomes, little is known about the mechanisms through which these processes unfold, especially in the public sector of emerging market economies. This exploratory study investigates TM in the public sector context of Bahrain addressing an important research gap. Drawing on Organisational Support Theory (OST) and strategic human resource management (SHRM) literature, we test the role of line managerial support for development (LMSD) and organisational support for development (OSD) as mechanisms through which TM practices influence individual talent performance. Results from a survey based on a talent pool of a Bahraini governmental administrative institution show that LMSD fully mediates the relationship between TM practices and each of the individual talent performance indicators, apart from task performance. We also find that the indirect relationship between TM and individual talent performance was significant at low levels of OSD. The study contributes to unlocking the TM black box in the public sector of developing countries by highlighting the key role of line managers in the implementation of TM practices revealing a substitution effect between LMSD and OSD, as interchangeable sources of developmental support that can enhance talent performance in this context.

Stakeholder engagement in inclusive employability management for employees whose health at work is impaired: empirical evidence from a French public organisation

PurposeThis paper identifies the stakeholders engaged in inclusive employability management for employees whose health at work is impaired and examines how different mechanisms can be used to engage these stakeholders. The paper aims to explore the link between stakeholder engagement and inclusive employability management.Design/methodology/approachThe empirical study uses a qualitative approach to mobilise a case study in a French public organisation. Data collection combines four sources: 50 individual interviews, informal dialogues, 39 days of observations and 43 documents.FindingsThe findings provide insights into the management of inclusive employability for vulnerable employees and reveal the multiplicity of stakeholders involved. Institutional, organisational and individual mechanisms are used to engage stakeholders in employability management for vulnerable employees. Furthermore, the implementation of inclusive structural and operational mechanisms promotes a policy that favours employability management. However, stakeholders are also faced with institutional, organisational and individual difficulties that limit their engagement.Practical implicationsThe findings have the potential to inform organisational stakeholders – human resources management (HRM) and managerial stakeholders in particular – of the support needed for employability management. The findings emphasise the value of ensuring that employability management policies and practices promote the full integration of vulnerable employees.Originality/valueThe research fills an important gap in the HRM literature on managing employability for vulnerable employees. In doing so, the study makes a specific contribution to the literature on organisational inclusion with employability management. Our research contributes to extant knowledge of stakeholder engagement by including a bottom-up dimension to facilitate stakeholder engagement.

EMPLOYEE PERFORMANCE MODEL: WORK ENGAGEMENT THROUGH JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT (A STUDY OF HUMAN RESOURCE MANAGEMENT LITERATURE STUDY)

Previous research or relevant research is very important in a research or scientific article. Previous research or relevant research serves to strengthen the theory and phenomena of the relationship or influence between variables. This article reviews the factors that influence employee performance, namely: job involvement through job satisfaction and organizational commitment, a study of Human Resource Management literature. The purpose of writing this article is to build a hypothesis of the influence between variables to be used in further research. The results of this literature review article are: 1) job involvement (X) has an effect on employee job satisfaction (M1); 2) work involvement (X) has an effect on organizational commitment (M2); 3) work involvement (X) affects employee performance (Y); 4) job satisfaction (M1) has an effect on employee performance (Y); 5) organizational commitment (M2) has an effect on employee performance (Y); 6) work involvement (X) through job satisfaction (M1) has an effect on employee performance (Y); and 7) work involvement (X) through organizational commitment (M2) has an effect on employee performance (Y).

THE IMPACT OF MANAGEMENT WITH INTELLIGENCE ON TECHNOLOGICAL READINESS: FIELD RESEARCH IN IRAQI TELECOM COMPANIES

Purpose: The research aims to know the extent to which management influences intelligence with its dimensions (strategic intelligence, emotional intelligence, social intelligence) on technological readiness with its dimensions (optimism, creativity, discomfort, insecurity) in Iraqi communication companies. Methodology/Design: The descriptive analytical approach was used in this study to achieve the aforementioned goals, as the research community was represented by (125) individuals in telecommunications companies in the city of Baghdad / Iraq (Asia, Zain, Cork) and the sample amounted to (112) and the community was selected To match the title of the research, it included senior management, department heads and people's officials, as a questionnaire consisting of (30) items was distributed to them, and statistical methods and tools (Kolmogorov, Smirnov) were used through the statistical program (AMOS.v28, spss.v28). Results: The main results of the research indicated that there is an impact of management with intelligence in the dimensions of technological readiness. Research limitations: The main limitations of the research are the scope of application in one sector (telecom companies) and in 3 telecom companies. Practical effects: The research sheds light on the concept and importance of management with intelligence and technological readiness in the researched companies. Originality/Value: The research added value to the literature of human resource management and organizational behavior by designing a model linking the two variables.

Revisiting performance appraisal measurement: Construction and validation of Rater Bias Scale

Given the importance of the performance appraisal system and despite continued discussions and efforts to ensure the quality of supervisor rating in the appraisal system, rater effects are still pervasive and continue to undermine the validity and credibility of the appraisal system. Purpose. Thisstudy aimed to develop and validate Rater Bias Scale for the detection and control of rater effects in performance appraisal system. Method. Extensive review of literature was conducted. Separate datawere collected for exploratory and confirmatory factor analyses. Samples consisted of diverse academics and professional managers who have been involved in performance ratings in their career. Findings. The exploratory and confirmatory factor analyses conducted on the data revealed eight major dimensions of rater bias with 24 items, three items for each dimension. The scale demonstrates high content reliabilityand convergent and discriminant validities. Value of the results. Using configural and metric invariance, as well as chi-square and one-way ANOVA, the scale displays conceptual equivalence across diverse group. Implications for research and practice. The study has important implications for detecting and controlling supervisor errors in performance appraisal for research and practice. The study contributes to the literature and practice of human resource management in organisation. Limitations of the studyare highlighted and potential problem in its administration are discussed.