Human Resource Management Policies Research Articles

The time-lagged impact of microaggressions at work on the emotional exhaustion of transgender and gender diverse employees

Background Despite the widespread adoption of workplace protections for transgender and gender diverse (TGD) individuals, past research has suggested that microaggressions still occur. Previous literature indicates that microaggressions have a deleterious and cumulative impact on mental health. However, little is known about how microaggressions affect TGD employees over time. Method Using a longitudinal design with lagged measures over a period of three months, we explored the current forms of workplace microaggressions against TGD individuals, as well as their prospective impact on emotional exhaustion. We also examined perceived social support, identity centrality, and identity pride as moderators of the effects of microaggressions on emotional exhaustion as these may inform us of potential mitigating factors and targets for interventions. Results TGD employees chronically experience various types of microaggressions which, in turn, lead to emotional exhaustion over time. None of the hypothesized factors moderated the time-lagged relationship of microaggressions on emotional exhaustion, but direct effects of perceived social support and identity pride on exhaustion were found. Conclusion The findings highlight the urgency to develop strategies that directly reduce microaggressions in organizational settings. In order to provide a safe space for gender minorities in the workplace, we recommend that organizations address microaggressions directly and explicitly within their human resource management policies in an authentic non-tokenistic way. In doing so, organizations should incorporate the experiences of various gender identities and gender expressions, while also defining clear processes for assessment and monitoring, corrective action, and best practice sharing.

The Influence Coping Strategies on Employee Performance

The problem faced by contract employees is uncertainty about the continuity of their work, which creates work pressure. Individuals who experience work pressure will take steps which are known as coping. This research aims to analyze the influence of individual employee coping choices on their performance. It is hoped that the research results can provide input for human resource management policies, especially in dealing with contract employees. The coping strategies studied consisted of problem-focused coping, emotion-focused coping and religious coping. The research was conducted on employee class students at Mercu Buana University, Jakarta, involving 100 respondents. The highest score of coping carried out by respondents was positive religious coping, followed by problem-based coping, emotion-based coping, and negative religious coping. The research results show that religious coping is positive, problem-based coping has a positive and significant effect on employee performance, and negative emotion-based coping also has a positive and significant effect on performance, respectively. Negative religious coping has a negative and significant effect on performance.

Integrated Role of Human Resource Management in Mitigating the Post-Covid-19 Challenges in Retail

The decline in retail sales during the COVID-19 pandemic was driven by quarantine measures, household financial problems, social distancing norms and changes in consumer shopping behaviour. Shopping habits have been significantly transformed: customers refrained from visiting crowded and large stores where it was difficult to maintain social distancing, often preferred to shop online, made bulk purchases in one visit, reducing the need for frequent trips to the store, delegated a family member to do the shopping, avoided group visits to stores to minimize the impact of the virus on the family, etc. Therefore, the post-pandemic recovery of the retail sector is becoming an important task for many countries. The article systematizes the main problems of the retail sector after the COVID-19 pandemic in general and human resources issues in particular. It structures the scientific work of scholars from different countries on human resources management in retail in the post-pandemic period. During the pandemic crisis, the retail sector experienced a surge in job losses, wage cuts, and high staff turnover, and the pandemic created a problem of employees’ isolation from the team, as well as staff adaptability, as employees were forced to multitask and perform additional, non-standard functions. The rapid changes in quarantine restrictions during the pandemic left retailers’ management with limited time to consider and execute critical business decisions, including recruitment, which often resulted in either a shortage or overstaffing. As the economy has gradually recovered from the pandemic, this loss of human capital has proved irreversible, with many experienced employees having already adapted to other jobs or changed careers. The article explores the mechanisms for overcoming post-pandemic staff losses in retail through effective planning of human resource management policies, in particular, the bottom-up approach, trend analysis and the Delphi method, implementation of creative recruitment strategies in retail in the face of staff shortages, in particular, through digital technologies, with a focus on soft skills and adaptability of candidates, etc. The article also discusses the mechanisms for overcoming post-pandemic challenges in retail using effective methods for assessing the effectiveness of human resources (in particular, straight-ranking appraisals, grading, management by objectives and 360-degree appraisals), techniques to evaluate employee engagement, the integrated role of HR management and HR administration in this regard is substantiated. A separate part of the study is devoted to post-pandemic lessons for the human resource management system in ensuring safe working conditions and employee health and safety when retail workers still experience fear of large crowds and psychological distress about the transmission of viruses in the workplace through direct interaction with customers and objects. The next block of the study focuses on the changes in career planning requirements in the post-COVID-19 era, building appropriate strategies and scenarios.

Examination of Academic Human Resource Management Policies of Private Special Education Institutions and Rehabilitation Centers

This research aims to examine the human resource management policies of private special education institutions and rehabilitation centers based on the managers’ views. The basic qualitative research design was adopted in the research. The participants of the study consisted of managers of private special education institutions and rehabilitation centers operating in the province of Adıyaman. Criterion sampling technique was adopted in determining the participants. In this context, semi-structured interviews were conducted with 15 managers of private special education institutions and rehabilitation centers. The data obtained from the interviews with managers has been analyzed through content analysis. In the research, the opinions of the institution managers regarding the teacher employment process of their institutions were discussed under the themes of "employment criteria“, “employment process," and "problems encountered in the employment process." Policies for teacher development were examined under the themes of "personal development" and "professional development", while policies for teacher integration were examined under the themes of "rewarding". Policies for teacher evaluation were studied under the themes of "in-house evaluation" and "external evaluation". According to research results, the policies that shape the employment process are related to the nature of pre-service education and the professional and academic qualifications of teacher candidates. Additionally, based on the views of school administrators, it has been concluded that the shortage of subject experts is one of the problems encountered in the human resources management process of teacher employment. However, it has been stated that career planning and policies for professional development are insufficient in the process of teacher training and development, and teacher evaluation policies are shaped within the framework of internal and external evaluation criteria.

A framework of HRM in cooperatives: A systematic literature review and future research agenda

Cooperatives, as democratic organizations owned and controlled by their members, pose distinctive challenges in the realm of human resource management (HRM). These challenges stem from their commitment to serving the diverse interests of multiple stakeholders and the fundamental differentiation between member and non-member employees. In an era where sustainability and a multi-stakeholder perspective have gained prominence in HRM research, cooperatives offer an ideal context for exploring these dynamic developments. Through a comprehensive synthesis of existing literature, this review seeks to construct an HRM framework that is tailored specifically to cooperatives. It highlights how the distinctive characteristics of cooperatives, such as member self-leadership, self-control, and adherence to cooperative values and principles, shape HRM policies and practices. The insights derived from this study provide implications for guiding future research in the domain of HRM within the cooperative sector.

Productivity difference or discrimination effect? Disability‐related wage gap in China

The wage gap between people with disabilities (PWD) and people without disabilities (PWOD), which discourages PWD from entering the labor market, is attributed to two factors: productivity differences and discrimination effects. To determine whether PWD in China face wage discrimination in the labor market and which factor contributes more to the disability‐related wage gap in China, this study uses Chinese Household Income Project data (years 2007 and 2013) to estimate disability‐related wage discrimination, decomposing the wage gap between PWD and PWOD using the Oaxaca‐Blinder and Neumark approach. The findings demonstrate the presence of disability‐related discrimination in China, accounting for approximately 38.9%–52.4% of the wage gap between PWD and PWOD. Unobservable productivity effects contribute more to the wage gap than does disability‐related discrimination. Male PWD living in rural areas and less educated people are more likely to experience wage discrimination in China. Moreover, individuals with disabilities in rural areas experience significant disability‐related discrimination, whereas no such phenomenon is observed in urban or migrant populations. Future human resource management policies should consider antidiscrimination measures and improve the productivity of PWD, including providing reasonable accommodation for PWD in the workplace and ensuring equality in job searches and employment.

The Effect of Implementing Work from Home Policies and Providing Compensation on Employee Performance Through Job Satisfaction as an Intervening Variable

This study aims to determine the effect of implementing work from home policies, and providing compensation on employee performance with job satisfaction as an intervening variable (study at PT. Electronic Payment Artjasa). This research method uses quantitative. The population in this study was 295 permanent employees. The sampling technique in this study used probability sampling techniques with simple random sampling, with a sample of 170 people. The research data was collected through the distribution of questionnaires. The data analysis method uses the Structural Equation Model –Partial Least Square (SEM-PLS). The results showed that: 1) work from home has a positive and significant effect on employee job satisfaction, 2) compensation has a positive and significant effect on employee job satisfaction, 3) work from home has a positive and significant effect on employee performance, 4) compensation has a positive and significant effect on employee performance, 5) job satisfaction has a positive and significant effect on employee performance 6) work from home positive and significant effect on employee performance mediated job satisfaction, 7) Compensation has a positive and significant effect on employee performance mediated job satisfaction. The contribution of this research is a finding that can be used as a basis for human resource management policies in improving company performance

Gender Diversity: An Opportunity for Socially Inclusive Human Resource Management Policies for Organizational Sustainability

The context in which work is distributed, organized, and performed has certainly changed in recent decades. In recent years, shock events such as COVID-19 have contributed to the revision of human resource management (HRM) dynamics, which was previously for “standard work”. Overall, hybrid work is not a novelty but has significantly expanded, particularly in the post-COVID-19 period, creating new opportunities in human resource management, especially for female employees, who often manifest the need to reconcile family and work. The new post-pandemic situation has paved the way for gender sustainability processes in organizations by pushing towards a more general organizational sustainability. In fact, in recent decades, sustainability in companies has ceased to be merely environmental and has expanded its boundaries to a “sustainable” business model, whereby human resource management must also meet organizational sustainability criteria. The literature shows that women add value to organizations. Therefore, companies that take on the implementation of management policies with the aim of gender inclusion are committed to social and organizational sustainability, which leads to strategic ideas of competitive advantages. Starting from these considerations, the main purpose of this paper is to compare several strands of research on organizational sustainability and diversity management using an integrative literature review method that offers the opportunity to discover areas where further research is needed. This allows fields of study to be mapped. This paper, derived from a review, provides insights for line managers and upper management regarding pursuing sustainability goals within organizations’ boundaries. Limitations and potential future research directions are also discussed, contributing to the ongoing development of research on these subjects.

The role of mindfulness skill and inclusive leadership in job performance among secondary teachers in Hong Kong

Purpose Researcher agreed that job performance has a positive effect on productivity as well as an organisation’s efficiency. Thus, this study aims to investigate the impact of mindfulness skill, inclusive leadership (IL), employee work engagement and self-compassion on the overall job performance of secondary school teachers in Hong Kong. It then evaluates the mediating effect of employee work engagement between the relationships of mindfulness skill, IL and job performance, as well as the moderate effect of self-compassion between the relationships of mindfulness skill, IL and employee work engagement. Design/methodology/approach The sample comprised 263 teachers working from three secondary schools in Sha Tin, Hong Kong. The data was then analysed using Smart PLS version 4.0.9. Findings The results showed significant positive relationships between mindfulness skill and IL towards employee work engagement and between employee work engagement and job performance; meanwhile, there emerged a significant effect on the relationship between mindfulness skill and IL towards job performance. Furthermore, this research has confirmed that self-compassion did not moderate the relationship between mindfulness skill, IL and employee work engagement, but employee work engagement plays a mediating effect on the relationship between mindfulness skill, IL and job performance. Originality/value This research has helped to fill the literature gap by examining the mediating roles of employee work engagement and mediator role of self-compassion in the integrated relationship of multi-factor and job performance. Examining the mediating role of employee work engagement has helped to enhance the understanding of the underlying principle of the indirect influence of mindfulness skill, IL and job performance. The result of this research shows that self-compassion plays a vital role in influencing the employees’ work engagement. Hence, it is important that companies design human resource management policy that enables self-compassion to be used as a consideration psychological-related strategy when structing organisation or teams. It is also crucial for top management and policymakers to define and communicate the organisation’s operating principle, value and goals.

A Study on the Mediating Effect of Knowledge Management Capability between HRM Practices and Radical Innovation Capability in Malaysia SME-ICT

Increasingly, executives understand the value of information as a source of new ideas for their companies. Only a small number of research examine the role of HR management in increasing knowledge competency, which leads to enhanced creativity inside firms. Because of this, this research examines how human resource management policies and practices affect the link between knowledge management competency and innovation. Consequently, The research is based on primary data collected from 200 SMEs in Malaysia's Klang Valley in the ICT sector. The study's goals necessitate a quantitative methodology. ICT small and medium-sized enterprises (SMEs) owners, CEOs, and managers are surveyed utilizing a survey method. More than 200 responses were received and analysed in the course of this study. The study models and hypotheses were evaluated using the Partial Least Squares (PLS) method. Research is scarce in the domains of HRM and innovation, as well as the interaction between HRM and knowledge management in the context of innovation. Research indicates a good correlation between Human Resource Management (HRM) Capabilities and Knowledge Management.

Optimizing Work-Life Equilibrium: A Case Study of Work-Life Balance Strategies and Employee Well-Being at Brain Academy (Ruangguru)

This research aims to investigate the effect of implementing work-life balance strategies on employee well-being in an organizational context. A quantitative approach with multiple regression analysis was used to analyze data from surveys conducted on employees. Findings show that flexibility of working hours, flexible leave policies, remote work, accessibility of health and wellness facilities, and work-life balance programs significantly contribute to employee well-being. The implication of these findings is that it is important for companies to pay attention to these aspects in designing their human resource management policies and practices to improve employee welfare and productivity.

Pengaruh Kepuasan Kerja, Budaya Organisasi dan Komitmen Organisasi Terhadap Kinerja Widyaiswara Melalui Etos Kerja di Lingkungan Badan Pendidikan dan Pelatihan Kementerian Pertahanan (Badiklat Kemhan)

Human Resource Management (HRM) plays a crucial role in the administration of personnel within an organization, focusing on planning, organizing, training, and compensation management. Employee performance is a critical aspect that influences the goals of a company. This research focuses on the Education and Training Agency of the Ministry of Defense (Badan Pendidikan dan Pelatihan Kementerian Pertahanan or Badiklat Kemhan), specifically on the performance of Widyaiswara, a key element in the outcomes of education and training. The research design follows the framework of Grenner and Martelli, with an emphasis on explanatory research that focuses on the relationship between research variables and tests hypotheses. This study aims to identify the impact of HRM policies and decisions on employee performance, with a focus on workplace relationships, cohesion, and harmony. The implications of this research can serve as practical guidance for civil servants, especially those in Badiklat Kemhan and other government agencies. The findings of this research can be used as a reference to enhance the efficiency and effectiveness of employee performance by improving job satisfaction through the enhancement of work ethics, organizational culture, and organizational commitment.

Peran Motivasi, Disiplin, dan Kompensasi dalam Meningkatkan Kinerja Pegawai PT PLN Bali

This research aims to examine the influence of motivation, work discipline and compensation on the performance of PT PLN employees in Bali Province. By focusing on the dynamics of the number of electricity customers, company organizational structure, and human resource performance, this research integrates these variables in a comprehensive thinking framework. The data analysis method uses multiple linear regression and hypothesis testing, with performance measurement involving aspects of quality, quantity, cooperation, initiative and reliability. The research results show that simultaneously motivation, work discipline, and compensation have a significant influence on employee performance. Partially, motivation and work discipline have a positive and significant influence on performance, while compensation is not significant. The coefficient of determination (R2) indicates that these factors can explain variations in employee performance of 68.1%. A partial analysis of compensation implies that the system may be based on employee skills and performance outcomes, while the assumption of employee well-being suggests that the level of compensation may not significantly influence performance. The research results show that there are factors that influence the performance of human resources in the electricity industry. The implications include improving human resource management policies, creating a more productive work environment, and improving the quality of employee performance to achieve company goals. These findings can be the basis for developing more effective management strategies at PT PLN in Bali Province.

Employee Engagement in the Gig Economy

This research conducted a systematic literature review to investigate Employee Engagement in the context of the Gig Economy. Key factors, such as work flexibility, organizational support, and work-life balance, were identified as important determinants in influencing employee engagement levels. The research results show that employee engagement contributes to increasing work efficiency, work quality, job satisfaction, and stress management in gig workers. In addition, involvement in employee communities and increasing professional networks are crucial aspects in expanding impact and career opportunities. These findings have significant implications for human resource management policies and practices in supporting the well-being and success of gig workers in the ever-growing gig economy.

The Role of Employees’ Attitude Towards Quality Improvement Through the Mediating Effect of Leadership

Purpose: This study investigates the intricate relationships among employee attitude, leadership, and quality improvement within organizational contexts. Leveraging a robust analytical framework, the research examines the mediating effect of leadership between employee attitudes and quality improvement.   Theoretical reference: The resource-based view serves as a managerial framework employed to identify the strategic resources that a company can leverage to attain a lasting competitive advantage.   Methods: Applying a cross-sectional survey methodology, structured questionnaires were distributed to employees within the private sector of Saudi Arabia. The data analysis was conducted utilizing the PLS-based structural equation modeling method.   Results and conclusion: The findings affirm the hypothesis that positive employee attitudes significantly shape effective leadership. Moreover, the study illuminates the influential role of employee attitudes in steering quality improvement initiatives. The interconnectedness of these constructs underscores the importance of cultivating a positive workplace culture to foster both effective leadership and continuous quality enhancement.   Implications of research: This study contributes valuable insights to the understanding of organizational dynamics, emphasizing the pivotal role of positive employee attitudes in shaping effective leadership and driving quality improvement efforts. Practical implications extend to human resource management, leadership development, and organizational policy formulation.   Originality/value: The study offers actionable insights for creating a workplace environment conducive to organizational excellence.

Telework and Work Intensity: Insights from an Exploratory Study in Portugal during the COVID-19 Pandemic

The expansion of teleworking and the digital transition movement have given companies and workers great flexibility, albeit with significant organisational consequences. The recent COVID-19 pandemic further reinforced the scale of this impact. Thus, the current research aims to understand whether the multiple dimensions of telework have impacted upon workers’ time management and work intensity through the unprecedented experiences during the pandemic and, in particular, to assess whether telework intensifies work, in what ways and the main reasons for this. The article analyses the literature on teleworking and work intensity and presents a documentary analysis on the subject, in addition to presenting the results of an exploratory study carried out in 2021 in Portugal which investigates the impact of teleworking on workers’ time management. The article underlines that although teleworking can increase a worker’s well-being by eliminating travel time, it presents several risks, namely it can intensify work through increased pressure to meet objectives and targets. Therefore, it is essential to develop research on the effects of telework, particularly assessing the relationship between telework and work intensification, as well as its effects on working conditions and workers’ well-being. This research will be an important resource for regulating labour laws and designing human resource management policies.

Green Human Resource Management Practises’ Credible IT Employee Behaviour and Environmental Impact in Chennai

Green Human Resource Management (GHRM) is the implementation of Human Resource Management (HRM) policies to encourage the sustainable use of resources inside businesses. Because of increasing awareness and legislation related to sustainability of environment, the idea of GHRM has been proposed in the search for active Environmental Management (EM) inside organisations. GHRM aids in increasing production while reducing costs. It contributes to the reduction of environmental waste by maximizing the use of restored HR items, equipment, and procedures. Its goal is to encourage employee involvement in a work atmosphere that permits the organization to operate in a green way. Currently, almost all types of businesses are taking steps to ensure their long-term viability. However, most businesses’ first goal is to make more money, which is only temporary, therefore businesses must focus on their long-term viability. The main purpose of this work is to investigate how GHRM practices affect the performance of organizations, enhancing sustainability of organizations and elaborate the function of employee and environmental performance as mediators. Data was collected using a survey questionnaire approach from 320 respondents working in an IT organization. In corporate, GHRM is a new trend which is meant to raise awareness about global warming and pollution in organizations. The study reveals that while green HR practices are widely implemented in Chennai, certain practices are not as outstanding. Organizational sustainability was found to be significantly impacted by GHRM activities such development and training, performance assessment, and incentive and compensation. This study also looks at how environmental performance and employee performance can influence the connection between GHRM practices and long-term organizational viability. In order to help businesses, make ecologically responsible decisions, this research provides innovative methods for improving green employment strategy, green staffing, green selection, green development, and green training. More study is required to determine the impact of GHRM practices in the IT sector and to identify sustainability concerns in poorer countries, where GHRM is still a relatively new concept.

Analysis of Factors Affecting Turnover Intention in BPR Batam City Bank Employees

The growth of the banking sector in Indonesia has experienced rapid development in recent decades, playing a key role in supporting the economy and the well-being of the community. Employees in the banking sector, including Bank Perkreditan rakyat (BPR), have a significant impact on the success of the bank. However, employee turnover intention has become an important issue that needs to be addressed in the midst of increasing competition in the banking sector. This study identifies the factors influencing employee turnover intention at BPR Batam City and proposes strategies to minimize turnover, Data obtained through the distribution of 192 questionnaires to respondents. The study's findings also explain the relationship between compensation, organizational culture, job stress, and job satisfaction on employee turnover intention. These results can serve as a basis for developing more effective human resource management policies in the banking sector.

Human Resource Management, Technology Adaptation, and Environmental Policy: A Multi-Variable Study of MSME Entrepreneurship in Indonesia

This research explores the dynamics of Micro, Small, and Medium Enterprises (MSMEs) in Indonesia, focusing on the interplay between Human Resource Management (HRM), Technology Adaptation, Environmental Policy, and MSME entrepreneurship. Despite government support and encouragement, MSMEs face challenges, particularly in managing human resources effectively and adapting to technological advancements. The study investigates the impact of HRM practices, technology adaptation, and environmental policy on MSME success through the lens of entrepreneurship. Using quantitative research design and Structural Equation Modeling (SEM), the study analyzes data collected from a diverse sample of Indonesian MSMEs. The findings highlight the positive influence of effective HRM practices, technology adaptation, and environmental policy compliance on MSME entrepreneurship and success. The implications of the study suggest strategic considerations for entrepreneurs, policymakers, and stakeholders to enhance the growth and sustainability of MSMEs in Indonesia.

The Influence of Organizational Culture, Quality of Work Life, and Corporate Social Responsibility on Employee Performance at Santi Mebel Godean

An organization is said to be successful in achieving its goals. It really depends on the members of the organization. The success of an organization is not only determined by good business strategy, but also depends greatly on the quality and management of its members and analyzing the influence of organizational culture, quality of work life, and corporate social responsibility on the performance of Santi Mebel Godean employees. This research uses quantitative methods, data is obtained through questionnaires distributed to company employees. This research population involves all employees, with samples taken randomly. Regression analysis is used to test variable relationships, while descriptive statistical analysis provides an overview of the respondents. The results of this research are expected to be able to understand the factors that influence performance in the Santi Mabel Godean company environment. These results can be a basis for the company's organizational culture, quality of life in the workplace and corporate social responsibility to support optimal employee performance. The theoretical implications of this research can enrich human resource management, while the practice helps companies improve human resource management policies and practices.