Human Resource Management Policies Research Articles

Sustainable human resource management and sustainable performance: mediating role of organization citizenship behavior

Purpose This study aims to investigate the influence of sustainable human resource management (SHRM) policies on sustainability performance of higher education institutions (HEIs). Furthermore, this study also examined the mediating role of organizational citizenship behavior toward sustainability (OCBS) between SHRM and HEIs’ sustainability performance. The ability motivation opportunity (AMO) and stakeholder theories are used to conceptualize the model. Design/methodology/approach Data were collected from 162 academic staff of 12 government and private universities in India by using snowball sampling method. The partial least square structured equation modeling technique was used to analyze the data. Findings The overall results suggest that SHRM, such as sustainability motivation, sustainability-building practices, green employee engagement initiatives and social considerations, significantly impact OCBS among academic staff and the sustainability performance of HEIs. These findings provide a better understanding of how to improve the sustainability performance of HEIs through SHRM and OCBS among academic staff. Originality/value This study significantly extends the growing literature on SHRM and sustainability performance by focusing on sustainable HR practices in the HEIs. To the best of the authors’ knowledge, this is one of the first studies to empirically investigate SHRM and sustainability performance in the context of education sector in India.

Exploring workplace well-being strategies in Iranian public organizations: a mixed methods study

PurposeTo ensure effective national governance, it is essential to enhance employees' well-being in the workplace. Employees with good mental and physical health are more likely to demonstrate a high level of commitment and engagement in advancing public policy objectives, which serve as instruments of public will. A comprehensive understanding of the various effective strategies to improve workplace well-being is indispensable to formulating human resource management policies within the public sector. Therefore, this study aims to uncover and prioritize the key strategies, programs and actions that contribute to enhancing the workplace well-being of public employees in Iran, drawing from their perspectives and experiences.Design/methodology/approachWe conducted a mixed-method study incorporating both qualitative and quantitative phases to recognize and measure these strategies. In the first phase, a qualitative content analysis was carried out based on the perspectives of Iranian public sector employees. In the subsequent phase, a questionnaire derived from the qualitative findings was randomly distributed to 374 employees from 14 public organizations. FindingsWorkplace well-being strategies can be summarized according to the level of their importance as follows: employees' well-being through “inter-personal relationship,” “systems,” “technologies,” “structure,” “culture” and “environment” within the organization. These strategies as six themes divided into 13 categories and 60 subcategories of programs and actions to promote employee well-being in the work setting.Originality/valueThe importance of considering employees' perspectives on workplace well-being is highlighted as a crucial aspect, rather than depending exclusively on managerial viewpoints for the implementation of well-being initiatives. Adopting an integrated and holistic approach to workplace well-being through strategies, programs and actions is another significant contribution of this study.

Pengaruh Perceived Overqualification dan Work Stress Dengan Moderasi Transformational Leadership Terhadap Innovative Work Behavior dan Turnover Intention

This research aims to analyze and explore the influence of two key factors, namely Perceived Overqualification and Work Stress, on employee Innovative Work Behavior and Turnover Intention in the context of logistics companies. In addition, this research considers the moderating role of Transformational Leadership in the relationship between Perceived Overqualification and Work Stress with Innovative Work Behavior and Turnover Intention. This research involved a survey of employees at a logistics company using a questionnaire, then the data collected was analyzed using quantitative methods with the population in this study involving 180 employees at a multinational logistics company that provides warehousing and distribution services in the Bekasi Regency area. The research results show that Perceived Overqualification and Work Stress have an influence on Turnover Intention. Apart from that, Transformational Leadership has been proven to moderate the relationship between Perceived Overqualification and Innovative Work Behavior. These results indicate that human resource management in logistics companies must consider Perceived Overqualification and Work Stress as important factors in promoting innovative work behavior that can reduce employee turnover intentions. This research has practical implications for logistics companies in developing more effective and efficient human resource management policies. Apart from that, this research also provides theoretical contributions in understanding the relationship between Perceived Overqualification, Work Stress, Transformational Leadership, Innovative Work Behavior and Turnover Intention in the context of logistics companies.

Impact of Human Resource Management Policies and Practices on Employee Motivation, Commitment and Performance

The primary goal of this study is to demonstrate how human resource management (HRM) policies and practices, which include employee job status, job security, internal promotion, and individualized rewards, have a substantial impact on employee motivation and commitment and their level of performance in the organization. Employees of commercial banks, insurance companies and financial companies at the managerial and assistant levels were included in this study. According to the study, there is a substantial and positive association between HRM policies and practices with that of employee motivation, and commitment. Similarly, a high level of employee motivation and commitment would contribute to the improvement of their level of performance in the institution as they accomplish the allocated duty based on their best efficiency, ability, and knowledge. It is the reason that management of the organization needs to focus on the improvement of employee job status, job security, internal promotion, and individualized rewards along with other variables of HRM policies and practices so that employees would feel motivated and committed to the accomplishment of assigned jobs. It is essential for the improvement of employee performance and also the overall performance of the organizations so that they can sustain and perform business activities in society for a long duration of time.

The correlative factors of enterprise culture and enterprise human resource based on data analysis and federated learning

Under the current big topic of enterprise management, how to cultivate, use, and maintain talents is the critical problem of modern human resource management. Based on big data mining, cloud computing, and other related model optimization technologies, this study explores the crucial significance of enterprise culture construction and enterprise human resource management in achieving the business objectives of the entire enterprise. The establishment of this model also means that the enterprise’s profit margin and business indicators have been improved and developed under a certain model. The case results demonstrate that the optimized competency model is significant to studying corporate culture management system behavior, policy analysis, and improving corporate human resource management policies.

Implementation of Effective Sports Human Resource Management Policies in Improving the Performance of Sports Organizations in the Society 5.0 Era

Current advances have created very tight competition among Central Java Petanque sports organizations, encouraging the need for extraordinary performance to support national sporting achievements. The change from the previous era to the Society 5.0 Era reflects significant evolution in the industrial revolution, technological progress and social change. In the Era of Society 5.0, the role of the Central Java Petanque sports organization is increasingly important in responding to the dynamics of social and technological change. Human resource management in the Central Java Petanque sports organization faces various challenges, such as the diversity of team members involving differences in culture, language and work styles. Therefore, implementing human resource management policies that focus on sports is very important to compete at the global level, improve sports performance, and support the achievement of national goals in Indonesia's sports achievements. This research uses descriptive qualitative methods. The research results show that its application will face dynamics and challenges regarding limited sports human resources, cultural and value differences, and dynamic flexibility. Therefore, alternative solutions are needed to deal with various problems, such as automation in increasing awareness about the value of various crocodiles, automation that leads to digitalization, as well as developing programs for the involvement of all human resources in sports

Analisis Lingkungan dan Kemampuan Kerja Terhadap Kinerja Pegawai dan Dampaknya Pada Kepuasan Kerja Pegawai (Studi Pada UPTD Puskesmas Muara Komam)

This study aims to analyze the influence of work environment and workability on employee performance and its impact on employee job satisfaction at UPTD Muara Komam Health Center. The background of this study is based on the importance of employee performance in improving the quality of health services, as well as various problems related to suboptimal work environments and workability conditions. This study integrates the variables of work environment, workability, performance, and job satisfaction in one analysis model to provide a more comprehensive picture of the factors that influence the performance of Puskesmas employees. The research sample consisted of 63 UPTD Muara Komam Health Center employees who were selected randomly. Data collection was carried out through a questionnaire tested for validity and reliability. The data analysis method used was the Structural Equation Model (SEM) with SmartPLS software. The results showed that work environment and workability significantly affected employee performance. Job satisfaction was proven to mediate the relationship between work environment and workability on employee performance. A conducive work environment and good work ability directly improve employee performance and high job satisfaction, further strengthening this relationship. This study provides an important contribution to the development of human resource management policies in the health sector, especially in efforts to improve the performance and job satisfaction of Puskesmas employees. The managerial implications of this study include the need for good work environment management, such as providing adequate facilities and creating harmonious working relationships, as well as improving employee work skills through ongoing training and development programs

Optimal Administration and Human Resource Management in Public Secondary schools in Balyesa State

The central focus of this article is on the management of human resources and the streamlined management of public secondary schools in Bayelsa State. The study involved 5,400 instructors from 75 public schools in Bayelsa State. Using the" Yaro Yamane" method, 334 teachers and 38 princtpals were selected as participants, totaling 372 individuals. Data were collected through a questionnaire named the Optimal Administration and Human Resource Management in Public Secondary Schools (OAHRMPSSQ), which is developed specifically for this research. The instrument's accuracy was verified by the human resources department of Niger Delia University, and its reliability was confirmed through a test-retest procedure yielding a reliability coefficient of 0.5. The study's findings indicate a significant influence on the impact of managing human resource on administrative efficiency in Bayelsa State's public secondary schools. Recommendations stemming from the study advocate for the implementation of human resource management policies across all public secondary schools and the timely revision of educational policies to align with the current societal development trends.

Pengaruh Kepemimpinan, Motivasi dan Disiplin Kerja terhadap Kepuasan Kerja Guru di SMP Negeri 17 Balikpapan Utara

Teacher Job Satisfaction has a crucial role in improving the quality of education in schools, and internal factors such as effective leadership, high motivation and good work discipline have been identified as important elements in creating a conducive work environment. This research aims to explore the extent to which leadership, motivation and work discipline influence the level of teacher job satisfaction at SMP Negeri 17 North Balikpapan. By identifying the relationship between these variables, this research also aims to provide relevant recommendations for the development of human resource management policies in these schools. The research uses a quantitative approach with data collection methods through questionnaires. The sample consisted of 35 teachers at SMP Negeri 17 North Balikpapan, who were selected using non-probability techniques. The collected data is analyzed using statistical techniques such as regression to test the proposed hypotheses. The software used in this research uses smartPls. The research results show that leadership has a positive but not significant influence on teacher job satisfaction. Motivation is proven to have a positive and significant influence on job satisfaction, while work discipline also has a positive influence on teacher job satisfaction. These findings provide a deeper understanding of the factors that influence teacher job satisfaction at SMP Negeri 17 North Balikpapan, as well as practical implications for the development of human resource management in schools.

Institutional logics in play at work: how applying an institutional logics approach to employees’ intentions to quit contextualizes HRM

Organizational and human resource management (HRM) scholars have shown an increasing interest in examining how macro-level institutions influence individuals’ behaviour, frequently adopting an institutional logics perspective. This approach encourages a holistic perspective, highlighting the multiplicity of logics within organizations. However, HRM studies that adopt an institutional logics approach often focus on just two logics (profession and HRM), downplaying other logics that influence individuals, and not fully assessing how a HRM logic plays out in organizations. Based on 54 interviews with Pakistani banking employees, we find that their perceptions of HRM effectiveness only partially explain their turnover intentions. Several logics (HRM, traditional leadership, corporation, professional, family, and religious logics) and their associated values are in play at work, and help to explain how HRM influences employees’ intentions to quit. Consequently, we contend that the HRM literature that applies an institutional logics approach downplays the multiplicity of institutional logics embedded within local contexts, and overlooks how various institutional logics and their constituent values shape individuals’ behaviour. Thus, this article highlights the importance of contextualizing HRM policies, ways for HRM research to fully benefit from the institutional logics approach, and the role of values in shaping employees’ responses to enacted HRM policies.

Implementation of Islamic Human Resource Management Policy in Improving Employee Job Satisfaction: Literature Review Study

This research investigates Islam-based Human Resource Management (HRM) and its impact on employee job satisfaction. Through a systematic analysis of various literatures, this study explores the concepts, principles, and applications of Islamic-based HRM, as well as the challenges associated with its implementation. Findings from the literature suggest that Islam-based HRM has the potential to create a more just, empathetic, and Islamic values-oriented work environment. However, challenges such as integration of Islamic principles into existing management frameworks, understanding and acceptance of Islamic-based HRM among leaders and employees, and potential conflicts between Islamic principles and prevailing regulations were also identified. Nonetheless, with deep understanding and strong commitment, organizations can overcome these challenges and reap great benefits from the implementation of Islamic HRM. This research provides a solid foundation for further developments in the field of Islamic HRM and highlights the great potential it has in creating a better and more sustainable work environment.

Ensuring a smooth landing for starting VET teachers: integrating induction and HRM practices

PurposeThe goal of the current paper is to explore how induction of STs in VET schools can be improved by embedding induction in the broader human resources management (HRM) system. To this end, we will present and discuss the theoretical underpinning and the quantitative and qualitative outcomes of an online reflection instrument “Startwijzer,” developed in the Netherlands and which is based on literature on induction on one hand and on HRM literature on the other. In doing so the paper aims to contribute to induction theory and to formulate suggestions as to how provide STs with a smooth landing.Design/methodology/approachIn the period 2018–2023, the Startwijzer was filled out by starting teachers (STs), their coaches, HRM officers, team leaders and managers working in various VET schools. Descriptive analyses were done on respondents” (n = 629) scores on 13 indicators, with a three-point-Likert-scale (where 1 = “in order”, 2 = “doubt” and 3 = “in order”) in SPSS. Also differences among stakeholders were examined. Respondents’ explanations of their scores were analyzed thematically, within and across indicators, to reach a deeper understanding of how STs can be provided a smooth landing.FindingsWith AMO-theory of performance (Appelbaum et al., 2001) – stating that performance is a function of: abilities (A); motivation (M) and opportunities offered to exert expertise (O) – as conceptual model, 13 indicators relevant for effective induction were distinguished. (A): Timely Recruitment; Lesson Observations; Individual Coaching; Personal Development Plan; Reflection on Teaching Practice; Development of Professional Identity; (M): Exchange of Mutual Expectancies; Distinction among Performance Assessment and Guidance; Differentiation among STs; (O) Provision of Practical Information; Enculturation; Appointment of Coaches; Workload reduction. Respondents were generally very positive about the help and care provided informally by colleagues but less satisfied with the formal procedures.Originality/valueThe paper bridges the literature on induction and that of human resources management (HRM). While the positive impact of HRM on employee outcomes such as performance, commitment and well-being has been attested by numerous studies (e.g. Combs et al., 2006), it is only recently that the potential benefits of HRM for teachers have been acknowledged (e.g. Runhaar, 2017). The theoretical elaboration as well as the empirical evidence discussed in the current paper suggest that unless induction activities are embedded in school HRM policy, STs already start their careers 1–0 down and it might be difficult for them to catch up.

School management and organizational culture towards teachers` performance: The perspective of educational transformation

This research addresses the limited deep understanding of the direct impact of the School Movement Management practices on various aspects of teacher performance within the framework of a dynamic organizational culture in the continually transforming educational era. The study aims to examine the influence of school movement management and school culture on the pillars of teacher performance in this era of educational transformation. The research method is quantitative, utilizing a sample of 62 elementary school teachers selected through purposive sampling based on their involvement in the implementation of School Movement Management and their activities within the school's organizational culture. Data was collected through surveys and documentation, including trial testing of the research instruments. Data analysis was conducted using T-test and F-test. The research findings confirmed three points. First, there is an influence of School Movement Management on the performance of elementary school teachers. Second, there is an influence of Organizational Culture on the performance of elementary school teachers. Third, there is a combined influence of School Movement Management and Organizational Culture on the performance of elementary school teachers. This study highlights the importance of collaboration among schools, principals, the community, and supervisors to enhance the competencies of principals in School Movement Management and Organizational Culture. The results provide evidence that both aspects significantly impact teacher performance, supporting more effective human resource management policies in the context of educational transformation

Implementasi Manajemen Sumber Daya Manusia dalam Meningkatkan Motivasi Kerja

Work motivation is an important factor in improving employee performance and achieving organizational goals. Human Resource Management (HRM) plays a crucial role in motivating employees through various strategies and policies. The method used in this study is a type of qualitative research. The data sources obtained in this study are from the results of library research from various sources. The main source of data for this research is the results of research published on google scholar. Data analysis was carried out qualitatively with the stages of data reduction, data presentation, and conclusion drawn. The results of this study are obtained how the role of human resource management in increasing work motivation, effective human resource management strategies and policies to increase work motivation, as well as challenges and solutions in the implementation of human resource management to increase work motivation

The influence of human resource management policies on employee behaviour related outcomes and organisational resilience during COVID-19

PurposeThis study examines the effect of Human Resource Management (HRM) policies in respect to workplace flexibility and employee empowerment on two employee behaviour related outcomes (employee organisational commitment (EOC) and collegiality) and organisational resilience during the COVID-19 pandemic.Design/methodology/approachData were collected using an online survey questionnaire managed by Qualtrics. The questionnaire was distributed to the lower, middle and senior managers of 1,000 Australian organisations with 337 responses used in the analysis.FindingsThe findings indicate that workplace flexibility exhibits a direct and indirect (through collegiality) significant positive association with organisational resilience, and employee empowerment exhibits a direct and indirect (through both EOC and collegiality) significant positive association with organisational resilience.Originality/valueThe results highlight the importance of implementing desirable HRM policies in respect to empowering employees and enhancing workplace flexibility due to their role in facilitating organisational resilience both directly and indirectly through their influence on employee behaviour related outcomes, specifically EOC and collegiality.

What Do We Know about Age Management Practices in Public and Private Institutions in Scandinavia?—A Public Health Perspective

In view of global population ageing and of policies that support longer working lives, especially in developed countries, it is important to achieve diversity in organisations through age management. Age management is the “management of human resources, [often] with an explicit focus on the requirements of an ageing workforce.” Through age management practices, organisations will be better able to change their human resource management policies and practices towards accommodating their ageing workforce. Little is known about age management practices in Scandinavian organisations, considering the region’s high prevalence of workers beyond the age of 50 across both private and public organisations. There are indications that Scandinavian business organisations are already practicing age management for all ages, including older workers. Their age management practices include the dimensions of job recruitment, training, lifelong learning, development, and promotion. However, there is a dearth of knowledge on how the health and well-being of workers is ensured in the context of age management practices in these organisations. Given the current and future importance of age management for all organisations globally, public health and other health science professionals need to collaborate with other disciplines, such as management and sustainability science, to better understand how they can contribute to an aged and healthier workforce as well as workplace health promotion. This paper aims to contribute to the discussion concerning age management in public and private institutions in Scandinavia through the public health lens.

(Re)Framing sustainable careers: toward a conceptual model and future research agenda

PurposeBy adopting a Social Exchange Theory (SET) lens, this paper aims to integrate the often-fragmented literature streams of Vocational Behavior (VB), Career Development (CD), and Human Resource Management (HRM) to offer a conceptual model for framing sustainable careers.Design/methodology/approachA conceptual approach is taken whereby eight propositions are developed to integrate the fragmented literature streams of VB, CD, and HRM.FindingsWe posit that external factors and career counseling moderate the positive relationship between employability capital and self-perceived employability. We also argue that self-perceived employability is positively associated with career success and that career crafting moderates this relationship. Finally, we propose that career success is positively associated with a sustainable career, which, in turn, is positively associated with a sustainable organization.Practical implicationsThe practical contribution comes from informing VB, CD, and HRM policies and practices to maximize sustainable outcomes for individuals and organizations. The paper concludes with recommendations for future research.Originality/valueThe theoretical contribution comes from integrating the three literature streams to offer a conceptual model as the basis for further interdisciplinary collaborations.

Manajemen Sumber Daya Manusia Global dalam Meningkatkan Kinerja Perusahaan

In the dynamic era of globalization, Human Resource Management (HRM) has become key to success for companies in the global market. Global HRM involves an approach that considers global factors such as culture, labor regulations, and market demands. Challenges include adapting to cultural diversity, varying labor regulations, and managing dispersed teams. However, global HRM also presents opportunities, including broader access to global talent. Through detailed analysis, this journal aims to provide valuable insights for HRM practitioners and company leaders in managing human resources in the globalization era. The research method used is qualitative and descriptive, with literature studies as the data source. The research results highlight the importance of global human resource management in achieving organizational goals in diverse global markets. Proposed solutions include flexibility, effective resource management, cultural awareness enhancement, and employee engagement. With the implementation of effective HRM policies, organizations can enhance their performance and achieve their business goals in the global business era

Accounting graduates’ perceptions on sustainability

PurposeThis study aims to test whether the perceptions of graduates of accounting-related degrees on the implications of companies’ commitment to sustainable development strategies can be influenced by certain factors associated with their previous training and characteristics.Design/methodology/approachThe study is based on measuring and analyzing the assessment carried out by a sample of students graduating in degrees that include accounting subjects for five consecutive years, from 2016–2017 to 2020–2021, both inclusive. Nonparametric statistical tests are used to determine the type of association between the factors that characterize the graduates and their degree of agreement with the training they received and its relationship with their role in implementing corporate social responsibility (CSR) and sustainability strategies in the company.FindingsThe study’s significant findings reveal that the respondents’ perception of the training they received and their opinion of certain benefits provided by sustainable development and CSR strategies in organizations are positively related. This insight is crucial, as it suggests that the training graduates receive plays a pivotal role in shaping their understanding and support for sustainability. The respondents’ opinions do not vary depending on their personal and/or work characteristics, except in the type of contract, as significant differences are observed between the self-employed and temporary or nonworking workers and between those with a permanent contract and those who are linked to the company with a temporary contract.Originality/valueIn a field where most studies focus on employee–employer relationships and human resource management policies, this research stands out. It delves deeper, not just into employees’ perception of sustainability but also into the causes of this perception. It explores what factors may be influencing employees’ opinions on sustainability, and importantly, it extends this analysis to graduates who will be in charge of these issues. This work covers a significant gap in the research, incorporating the study of variables such as personal characteristics and work-related aspects of employees and the training received in accounting matters.

Strategy to Decrease Counterproductive Work Behavior: Implementation of Interpretive Structural Modeling

This study aims to analyze the determinant factors of Counterproductive Work Behavior (CWB) to make plan strategies for overcoming Counterproductive Work Behavior. This research used the Interpretative Structural Modeling (ISM) method. The ISM method is able to show the interrelationships between existing elements. This method can be developed to plan strategic human resource management policies related to CWB. The strategy for managing human resources related to CWB in automotive companies in Bekasi is carried out according to the level of importance based on a problem. The results showed that it is necessary to overcome Counterproductive Work Behavior by handling job stress (Task demands, Role demands, Family problems, and Economic problems) and role ambiguity (Clarity of Responsibilities, Clarity of goals, and Clarity of roles and scope of work).