Human Resource Management Literature Research Articles

Analyzing the pro-environmental behavior of pharmaceutical employees through Green HRM practices: the mediating role of green commitment.

Since last few decades, preserving the natural environment has been considered an important issue. Almost every organization is paying attention to environmentalism worldwide. The successful green management in a firm depends on the employee's pro-environmental behavior. The purpose of this study is to examine the impact of green human resource management practices on employee's pro-environmental behavior. While considering the mediating role of green commitment. Both Green Human Resource Management Practices and pro-environmental behavior have been considered by various studies but determining green behavior through Green Human Resource Management practices was neglected before. Therefore, this study adopts a quantitative approach to fill the gap. Data has been collected from 279 employees through convenience sampling from the pharmaceutical industry of Pakistan. Structural equation modeling was used to analyze the developed constructs. The findings show that there is a direct and indirect effect of Green Human Resource Management practices on employee's pro-environmental behavior through green commitment. The study is unique in its implications. It provides practical and theoretical implications. This study not only bridges the gap highlighted in the literature by introducing Green Human Resource practices as antecedents toward green behavior but also contributes to the literature of organizational behavior, environmental studies, and human resource management and strengthen the AMO framework by using it to explain employee's green behavior through Green Human Resource Management practices.

Links Between Human Resource Management Practices, Work Motivation, and Work Commitment in Indonesia Banking

This article proposes examining human resource management practices (HRMPs) and work motivation in influencing work commitment in the Indonesian banking industry. This research employs quantitative survey research. The survey data contains 277 employees from 11 Indonesian private commercial banks. To analyze the data, this study uses the multiple regression method. This study finds that HRMPs and work motivation positively predict work commitment. Results also identify work motivation as a positive predictor of work commitment. Therefore, HRMPs and work motivation make positive contributions to influencing work commitment. Research on links between HRMPs, WM, and WC is important but has not been studied. This article is hoped to be a novelty. It is expected to address an important gap in the human resource management literature. HRMPs, work motivation, and work commitment in the Indonesian banking industry can contribute to human resources management literature. Indonesia's banking industry is booming. As a result, there is a need for efficient and experienced human resource recruitment. This research will contribute to Indonesia's banking industry development.

Antecedents of Human Capital Erosion

Organizations have been increasingly challenged to evaluate and adjust their human capital to changing business demands and to fill in the skills gap required to maintain productivity. In this review, we analyze how human capital may erode within an organization. We define human capital erosion as human capital diminishment over time related to an individual’s knowledge, skills and abilities deviation from the required, leading to a lower value generation at a workplace. We gather antecedents of human capital value diminishment by looking at interdisciplinary strategic human resource management, management, and economics literature, and aim to develop a human capital erosion framework which integrates human capital erosion antecedents. Our theorizing contributes to strategic human resource management research by revealing how human capital erosion occurs in an organization and leads to reconsidering the meaning of human capital in strategic human resource management literature by demonstrating the importance of health as a component of human capital.

Unraveling the Relationship Between High Performance Work Systems and Team Performance

This study develops a moderated mediation model examining the relationship between high-performance work systems (HPWS) and team performance. Adopting a dialectical view on the effects of HPWS, it posits for a dual -positive and negative- path between HPWS and team performance that is jointly mediated by team coordination and team relationship conflict. Further, it theorizes that a supportive and a competitive team climate can significantly shape these relationships. The proposed research model was tested using multisource data from a sample of 403 team members and 96 team managers from a total of 56 different firms. Results revealed that HPWS are positively associated with both team coordination and team relationship conflict and that both these relationships are moderated by supportive and competitive team climate. This paper contributes to the strategic human resource management (SHRM) literature by revealing that HPWS can be associated with team performance both through a positive and through a negative intermediary mechanism and that team climate constitutes an important boundary condition that can both amplify and inhibit the effect of HPWS on team performance.

Making Sure Everyone is on the Same Page: HPWS, Manager Proactivity, and Service Performance

Managers play a critical role in implementing high-performance work systems (HPWS), yet surprisingly little research has examined their role in HPWS delivery. Drawing on the strategic human resource management (SHRM) and leadership literature, the current study theorizes and examines the role of manager proactivity in channeling manager-rated HPWS into employee-rated HPWS and desired employee outcomes including intrinsic motivation, in-role service performance, and extra-role service performance. Using multisource, multilevel, and multi-wave survey data from 68 managers and 1,394 employees in retail stores, we found that manager-rated HPWS was more strongly and positively related to employee-rated HPWS when managers are proactive. Further, the results revealed that manager proactivity strengthens the positive indirect effects of manager-rated HPWS on employees’ in-role and extra-role service performance via employee-rated HPWS and intrinsic motivation. Theoretical and practical implications are discussed.

Flexibility-Oriented HRM and Team Performance: Mechanisms and Boundary Conditions

Integrating the strategic human resource management (HRM) and team effectiveness literature, we examine the effect of a strategically targeted HRM system, the flexibility-oriented HRM (FHRM) system, on knowledge team performance. We draw from the dynamic capabilities theory and the Input-Mediator-Outcome team effectiveness framework to posit that FHRM will foster the knowledge acquisition and productive energy of teams, which in turn enhance team performance. Further, this relationship is moderated by two team leader characteristics, i.e., territorial behavior and short-termism. We test these relationships using a three-wave, multi-source survey, and multilevel research methods. Results show that leader territorial behavior diminishes the indirect effect of coordination FHRM on team performance and that leader short-termism weakens the indirect effect of resource FHRM on team performance, both via the mediation of knowledge acquisition and productive energy.

To Fit in or Stand Out? Competing Priorities Shape the Adoption and Consequences of HPWS

Building on institutional theory and the notion of vertical alignment in the strategic human resource management (SHRM) literature, I undertake a nuanced examination of the antecedents and consequences of high-performance work systems (HPWS). I suggest that firm age and market entry timing (i.e., first-mover vs. late-mover timing) jointly shape the strategic imperatives and resource constraints faced by focal firms – in turn influencing the relative attractiveness of legitimacy vs. distinctiveness as incentives for HPWS adoption. I further argue that industry peers’ HPWS use will differentially influence the effect of focal firms’ HPWS use on product sales based on the distinct needs of first-movers and late-movers. Using longitudinal data on 3,218 firm-year observations from seven waves of data between 2005 and 2017, I demonstrate that the effect of industry peers’ HPWS use on focal firms’ decision to adopt HPWS is contingent on the competing priorities firms face as a function of their age and market entry timing. The findings also indicate that firms benefit more from HPWS use in the form of increased product sales when HPWS investments align with the strategic imperatives associated with their market entry timing and the pressures exerted by the institutional contexts in which they are embedded. This paper advances our understanding of when firms adopt HPWS and under which circumstances HPWS benefit firm performance.

A Contingent Configurational Perspective of HRM Systems, Contexts, and Organizational Effectiveness

Strategic human resource management (HRM) literature suggests that multiple unique configurations of HRM practices can exist to achieve a horizontal fit and vertical fit and lead to optimal desired outcomes. However, prior studies have not adequately identified different HRM systems, nor examined how configurations of HRM systems with organizational contexts affect organizational outcomes. Using a sample of 481 organizations representing a range of industries, the present study found four distinct types of HRM systems, namely cost-minimizers, investment-maximizers, motivation-enhancers, and skill & opportunity-strengtheners. Moreover, by taking a contingent configurational perspective and utilizing fuzzy set qualitative comparative analysis (fsQCA), we found various configurations of HRM systems and multi-dimensional organizational contexts (i.e., firm ownership, firm size, innovation strategy, environmental uncertainty, local talent supply, and local government interference) when predicting firm performance and collective affective commitment. Our research findings contribute to an understanding of how different configurations of HRM systems and multi-dimensional organizational contexts affect organizational effectiveness. The theoretical contributions and practical implications of these findings are discussed.

Japanese self‐initiated expatriates' adjustment to Indian assignments: the role of traditional values

The purpose of the study was to enhance understanding of how self‐initiated expatriates (SIE) adjust to new cultural contexts in the under‐explored Indo‐Japanese inter‐Asian context. A literature review identified that Asian focal case studies are under‐developed, especially regarding the important interactions between major advanced Asian economy and emerging Asian economy settings. Therefore, the study developed an illustrative case of advanced economy Japanese SIE managers’ lived experience in Indian emerging economy cross‐cultural management situations. Deploying a social constructivist epistemology using interpretive analysis, the current study found clear evidence of an interplay of hitherto under‐recognized common Indo‐Japanese spiritual values with roots in Buddhism surfacing in the Japanese SIE's adjustment. The paper offers important insights to complement extant theory on the individual‐level factors influencing SIE adjustment in an inter‐Asian context. The study contributes to international human resource management literature by surfacing contextualized understanding of the role of traditional spiritual values in SIE adjustment.

Green Recruitment Practices and Employees’ Green Behaviour in the eThekwini Municipality of South Africa

Discussions on green recruitment practices are sparsely interrogated in the canon of green human resource management literature (GHRM). Existing studies have focused on other areas of GHRM, especially in South Africa. This study addresses this gap through the examination of green recruitment best practices for employees’ green behaviour, and unearths the collection of challenges plaguing green recruitment practices. The study purposively recruited 12 units’ managers and employees from the corporate and human resource cluster of the eThekwini municipality. The semi-structure interview was employed to collect data and the NVivo (v.12) qualitative software was employed to identify themes and sub-themes from the transcript. The content qualitative analytical tool was employed to make sense of the themes and sub-themes respectively. Findings show a collection of green recruitment practices including the use of automated application process replacing the paper based application, the application of green interview process through Skype and Zoom and the advertisement of jobs on LinkedIn and other e-career portals. Other practices include the use of psychometric test in evaluating applicants’ green behaviour value system and the setting up of a computer laboratory as job application hubs. The challenge of green recruitment practices include political interference, limited access to online facilities for job applicants, lack of online knowledge and skills and resistance to change. The study concludes on the need for a more strategic and innovative green recruitment practices and measures to address these challenges in the eThekwini municipality.

Does user satisfaction affect employee well-being? An exploratory investigation at the onward and upward stage of enterprise system experience cycle

ABSTRACT The existing literature pays little attention to the onward and upward stage, the final stage of an ES life cycle where system enhancement and integration cause permanent changes in employees’ work and profoundly impact their well-being. Drawing from the Enterprise System Experience Cycle Framework and human resource management literature, we have proposed, and examined through the survey of 109 users, the impact of user satisfaction on job satisfaction, job stress, and employee engagement. As an early effort at exploring the onward and upward stage, our research contributes to a comprehensive understanding of ES success and its impact on employee well-being.

Moderated-mediation between ethical leadership and organizational citizenship behavior: the role of psychological empowerment and high performance managerial practices

PurposeThis study aims to examine moderated-mediation between ethical leadership (EL) and organizational citizenship behavior (OCB). Specifically, a moderating effect of high performance managerial practices (HPMPs) on the indirect effect of EL on OCB through employees’ psychological empowerment (PE) was tested.Design/methodology/approachData were collected from 267 bank employees including subordinates and their supervisors. Partial least squares structural equation modeling was used for data analysis.FindingsThe results indicate that PE mediates the relationship between EL and OCB, and HPMPs enhance OCB by increasing the effect of EL on employees’ PE.Research limitations/implicationsThis study contributes to human resource management and leadership literature by explaining the moderated-mediation mechanisms between EL and OCB. The findings help to understand how HPMPs enhance employees’ OCB by strengthening the effect of EL on PE. Limitations are related to external validity and cross-sectional nature of data.Practical implicationsOrganizations’ use of HPMPs makes ethical leaders more effective in enhancing employees’ PE and, subsequently, their OCB.Originality/valuePrevious research lacks evidence on the indirect effect of EL on employee OCB through PE. Moreover, to the best of the authors’ knowledge, no previous study has examined the moderating effect of HPMPs on the abovementioned indirect relationship. This study has addressed the abovementioned research gap.

DETERMINATION OF EDUCATION QUALITY AND GRADUATE QUALITY: FUNDING AND CURRICULUM MANAGEMENT ANALYSIS

In this study, the author tries to raise the issue of the quality of education and the quality of graduates directly related to funding and curriculum management. In achieving the quality of education and the quality of good graduates, it is necessary to support adequate funding because the completeness of infrastructure facilities, teacher welfare, proper and comfortable education places are all inseparable from funding. Fund management is an activity related to how to obtain funds and how to use these funds for the benefit of educational institutions so that the educational goals that have been set can run effectively and efficiently. The concept of funding management is that all expenditures, both monetary and non-monetary, are an expression of the responsibility of all parties (ie society, parents and the government) for the development of education. In addition, education funding must be drawn from various sources for maintenance, stabilization and administrative arrangement so that education costs can be implemented effectively and efficiently. Furthermore, the educational curriculum also plays a very significant role, therefore the curriculum must be well planned, carried out with full responsibility and evaluated on an ongoing basis to be in accordance with the vision and mission of the educational institution. This article reviews the determination of education quality and Graduate Quality: Funding and Curriculum Management Analysis, a study of Human Resource Management literature. The purpose of writing the article is to build a hypothesis of the influence between variables to be used in further research. The results of this library research are that: 1) Funding Management affects the Quality of Education; 2) Curriculum affects the Quality of Education; 3) Funding Management affects the Quality of Graduates; 4) Curriculum influences the Quality of Graduates; and 5) Quality of Education affects the Quality of Graduates.

The employee experience (EMX) framework for well-being: an agenda for the future

PurposeThis conceptual review paper aims to extend the human resource (HR) management literature by introducing a holistic employee experience (EMX) framework to conceptualize the relationship between EMX entities and employee well-being. Thus, the EMX framework stimulates future research in HR and organizational studies by incorporating a transformative impact of experiences designed by organizations on the overall well-being of their employees.Design/methodology/approachThe paper draws on the customer experience literature in the marketing literature and reviews the existing conceptualizations of the EMX construct in HR management studies, along with other disciplines through an extensive and in-depth analysis of the academic and business literature that examines EMX.FindingsThe EMX framework provides a comprehensive outlook on the relationship between EMX and well-being, where the latter is considered both a driving force and an outcome of the overall EMX. EMX is a multilevel model offering a big-picture view of how the three entities – personal, social and cultural – of the organization referring to different levels of the EMX can affect employees' well-being in terms of their functional, emotional, hedonic and eudaimonic needs.Research limitations/implicationsThe EMX framework utilizes a richer definition of the EMX and highlights the need for research that bridges other disciplines and paradigms outside of and within HR management. This research develops the understanding of each component of the EMX framework with the ultimate goal of moving the field towards the EMX approach. This research identifies some unanswered questions related to a new management tool that enhances employee well-being, improves the delivered customer experience and contributes in making the current body of knowledge on the EMX more organized. The analysis of the different issues addressed by the literature suggests avenues for future research.Originality/valueThe paper contributes to the HR literature and the emerging research on the EMX by presenting a comprehensive framework that incorporates a holistic understanding of the concept in the HR field. The paper offers scholars and organizations that struggle with engaging employees, a modern and practical perspective – one that helps organizations develop an in-depth understanding of today's workplaces in a globalized context to implement successful and engaging customer and EMXs.

A pathway to virtual team performance in the New Normal paradigm

PurposeIn the postpandemic era, organizations have planned a combination of on-site and virtual work to portray the “New Normal”. The authors aim to analyze the effect of virtual team (VT)-building strategies on virtual team performance and HR performance in the “New Normal” context. This study aims to explore the drivers and barriers to VT performance and its contribution to HR performance.Design/methodology/approachThe study utilized the grounded theory approach. Semistructured interviews with 114 VT leaders of national and multinational companies in India were conducted and NVivo 8.0 software was used to analyze data.FindingsVT-building strategies contribute to VT collaboration and subsequently to VT performance. It was found that VT-building strategies catalyze VT collaboration which is impacted by the drivers and barriers of VTs, affecting VT performance and HR performance.Practical implicationsThe primary contribution of this work is the development of a framework that delivers important insights to VT leaders, talent managers, HR professionals and academicians.Originality/valueThis study uniquely examines the VT-building strategies and VT performance through the “New Normal” paradigm lens. This study proposes a conceptual model for VT performance and HR performance. It also provides the team-building strategies, drivers and barriers for VT performance. This work offers the roadmap to achieve VT performance and HR performance. This research also contributes to the human resource management literature by discussing the VT performance and HR performance in the “New Normal” paradigm. It provides insights to VT leaders, talent managers, HR professionals and academicians.

Sparking creativity using extrinsic rewards: A self‐determination theory perspective

AbstractThe relationship between extrinsic rewards and creativity has been subject to ongoing debate within the human resource management and creativity literatures. More research on the mechanisms and boundary conditions has been called for. In this study, using 187 employee‐supervisor dyads in an electronics manufacturing company, we investigated how and when creativity‐contingent extrinsic rewards (CER) may foster creativity among manufacturing employees. Drawing on self‐determination theory, we hypothesized, and found that employee intrinsic motivation mediated the relationship between CER and employee creativity. This relationship was the strongest when employees rated their leader‐member exchange (LMX) as high. The findings reveal the important role of CER in guiding manufacturing employees' intrinsic motivation and stimulating creativity. The identification of LMX as a moderator uncovers crucial boundary conditions of this relationship. Theoretical and practical implications are discussed.

Sustainable Human Resource Management: A Systematic Knowledge Search from 2008 to 2021

In recent times both scholars and academics all over the world have shown their keen interest in examining human resource management (HRM) responsibilities toward organizational sustainability naming it sustainable HRM. However, sustainable HRM has yet to be thoroughly studied in the background of developing country context like Bangladesh. This study conducts a systematic and comprehensive review of the sustainable HRM literature to fill in this knowledge gap. A thorough analysis of existing studies on sustainable HRM would help us understanding its theoretical notion and contribution to sustainable performance of the organizations and such knowledge would help Bangladeshi organizations in taking sustainability responsibilities with the help of HRM. Hence, this paper serves three purposes: to review sustainable HRM literature that have addressed different conceptual, empirical and contextual issues; to ascertain how existing studies have focused on various key areas of sustainable HRM; to suggest topics for potential research for local as well as international researchers. To fulfill these purposes, the paper selects 31 peer-reviewed articles from the leading academic journals from 2008 until early 2021. The current review does not include conference paper and books as scholarly sources that seems to be a limitation. This review contributes to a better knowledge of the present level of research in the sustainable HRM subject, as well as trends and future research directions for the academicians and practitioners of Bangladesh.

DETERMINATION OF WORK CULTURE AND PERFORMANCE: MOTIVATION ANALYSIS AND INFORMATION TECHNOLOGY (LITERATURE REVIEW OF HUMAN RESOURCE MANAGEMENT)

Along with the development of technology and high human mobility, the need for fast and easy data and information is standard in today's digital era. Utilization of information technology, both the needs of individuals, groups, and organizations, until almost all sectors of work cannot be separated from the role and function of information technology in terms of helping the work to get better results. This article reviews the Determination of Information Technology and Work Culture: Motivation and Performance Analysis, A Study of Human Resource Management Literature. The results of this research library are that: 1) Motivation affects Work Culture; 2) Motivation affects Work Culture; 3) Motivation affects performance; 4) Information Technology affects performance, and 5) Work Culture has an effect on performance.

An integrated methodology for green human resource management in construction industry.

Today, by increasing public awareness about environmental issues and pressures from governments and other stakeholders, companies have dealt with environmental challenges more than ever. This paper focuses on environmentally sustainable performance using an integrated methodology based on meta-synthesis, Delphi, and structural equation modeling (SEM) techniques which are utilized in different phases. In the first phase, an in-depth review of green human resources management (GHRM) literature is conducted based on the meta-synthesis method, and as a result, 38 codes are extracted. Next, to adapt and customize the codes with the nature of the construction industry, 2 rounds of Delphi method are implemented to extract the expert judgment from a panel of 15 industry professionals, resulting in 21 codes in 7 categories. To validate the developed methodology, a dataset from 33 Iranian construction companies are collected along with 15 factors in 5 categories determined using SEM. The findings reveal that among 9 main GHRM components extracted from the literature, just 5 components including green recruitment and selection, green performance management, green-reward, green-based employee empowerment, and green training have significant and positive relationships with GHRM. Finally, managerial insights, limitations, and future research directions are discussed.

Determinants of Employee Performance during COVID-19 Pandemic in Indonesia

This study examines the impact of job insecurity, job stress and work engagement on job performance among Indonesian workers during the COVID-19 pandemic. The research applies a quantitative approach. A web-based survey collected the data from 146 workers in Indonesia from various sectors. The research hypotheses were tested using Partial Least Square – Structural Equation Modelling (PLS-SEM). The results showed that there are negative relationship between job insecurity and work engagement and also between job stress and job performance. Another result showed that there is positive relationship between work engagement and job performance. This study only conducted in Indonesia during COVID-19 pandemic. The study result will provide an understanding for company of employees’ needs of the clarity of their status. Such insight supports the development of employee maintenance in the future, especially among Indonesian workers. The massive implementation of workers layoff because of pandemic have increase the insecurity level for Indonesian workers. This study contributes to the organizational behavior and human resources management literature by testing factors like job insecurity, job stress and work engagement on job performance.