Human Resource Management Practices Research Articles

Human Resource Management Practices and Their Impact on the Performance of Private Universities with Moderating Effect on Faculty Performance

Human resources in universities are vital for achieving educational, academic, and administrative goals. They are also affected by economic, social, and political factors, thus reinforcing the trends in using different practices and methods for effective human resource management in the University. These practices are pivotal for the survival and sustainability of any university and facilitate improving employees' and universities' performance. For this study, the state of Tamil Nadu was selected. A random sampling method was employed to choose faculty members working in private universities. The structured questionnaire method was utilized to gather data from faculty members. The questionnaire was shared with 950 faculty members working in private universities in Tamil Nadu, and after critical examination, responses from 320 usable questionnaires were chosen. Hence, the sample size for this research is 320. The findings explain that teamwork, performance appraisal, compensation, recruitment and selection, and training and development have positive and significant impacts on the performance of private universities. Further, compensation, performance appraisal, training and development, teamwork, and recruitment and selection directly and positively influence faculty performance in private universities, while faculty performance directly and positively influences performance in private universities. Therefore, it is inferred that faculty performance has positive, moderate, and significant effects on human resource management practices and the performance of private universities. Thus, all hypotheses were proved from the findings. This research provides essential ideas for the management of private universities to adopt effective human resource management practices for faculty members to increase their performance. The outcomes of this study are also beneficial for faculty members to find suitability and use human resource management practices efficiently to increase their performance. In turn, it will increase the performance of private universities.

HRM Practices and Their Effect on Employees’ Job Involvement in Nepalese Public Financial Institutions

Background: Human resource management (HRM) play a crucial role in shaping employee attitudes and behaviors in the workplace. Job involvement, which reflects an employee’s psychological identifications with their job, is influenced by various HRM practices, including SE, TD, PA, PR, COM, and EM. Understanding the impact of these practices on job involvement is essential for organizations seeking to enhance engagement and productivity. Objective: This study aims to examine the effect of HRMP on employees’ job involvement. Specifically, it investigates the influence of SE, TD, PA, PR, COM, and EM on employees’ job involvement. Methods: A combination of research designs have been applied that was descriptive and causal-comparative. The study utilized a sample of 340 employees. SEM was applied to analyze the relationship between HRMP and JI. Findings: The results indicate that HRMP and JI. Among the HRM practices studied, TD, COM, and EM significantly and positively influenced job involvement. However, SE, PA, and PR did not show a significant impact on job involvement. Conclusion: HRM practices contribute to job involvement by offering skill, enhancement program, assessing responsibilities, and fostering an open communication system. Organizations should prioritize training and development, effective communication, and employee empowerment to improve job involvement. Novelty: This study provides empirical evidence on the differential impact of various HRM practices on job involvement. Unlike previous studies that consider HRMP as a whole, this research highlights the specific practices that significantly influence job involvement, offering valuable insights for HR managers and policymakers.

Human Resource Management in Public Administration: The Ongoing Tension Between Reform Requirements and Resistance to Change

Human resource management (HRM) plays a critical role in shaping public administration by ensuring the efficiency, effectiveness, and adaptability of public institutions. In post-socialist European countries, HRM reforms have been central to broader public sector transformations aimed at increasing transparency, meritocracy, and efficiency. However, these reform processes are often hindered by institutional inertia, political influences, and resistance to change. This study examines how reform requirements and resistance to change influence the transformation of HRM practices in public administration across post-socialist European countries. Using a structured literature review approach, this study systematically analyzes peer-reviewed academic research published in quality journals indexed in the Web of Science database. A purposive and criterion-based sampling strategy was applied to select relevant studies that address HRM reforms, institutional challenges, and governance dynamics within the post-socialist context. Findings indicate that historical legacies, politicization, and institutional resistance remain significant barriers to the successful implementation of HRM reforms. This study also highlights that while legal and procedural adjustments have been made, many public administrations struggle with the practical application of reform policies due to entrenched bureaucratic cultures and limited professionalization of HRM functions. By providing a structured synthesis of existing research, this study contributes to a deeper understanding of HRM transformation in post-socialist public administrations. It also identifies areas wherein further empirical research is needed to explore potential strategies for overcoming barriers to reform.

Enhancing Pro-Environmental Behavior Through Green HRM: Mediating Roles of Green Mindfulness and Knowledge Sharing for Sustainable Outcomes

This study investigates the impact of Green Human Resource Management (GHRM) practices on employees’ pro-environmental behaviors (PEBs) across multiple sectors in China, including production and manufacturing, real estate, financial services, and IT industries. Data were collected from 492 participants through online and offline surveys conducted between June and August 2024, ensuring a comprehensive and representative sample. The findings reveal that GHRM significantly enhances employees’ PEBs, with green mindfulness and knowledge sharing as critical mediating mechanisms. These mediators amplify the effectiveness of GHRM by fostering deeper environmental awareness and encouraging the exchange of eco-friendly practices among employees. By integrating GHRM with knowledge management processes, the study highlights how organizations can strategically leverage HR practices to strengthen their environmental performance and foster a culture of sustainability. By emphasizing the pivotal roles of green knowledge sharing and environmental awareness, this research underscores their significance in bridging the gap between organizational practices and sustainability outcomes. The insights derived contribute to advancing theoretical understanding and practical applications of green knowledge management and sustainability, offering a robust framework for businesses seeking to align their operations with global environmental goals.

Sustainable futures: leveraging green intellectual capital, HRM, innovation and leadership

PurposeAchieving sustainability goals for manufacturing firms depends on green human resource management practices and green intellectual capital. This study explores how sustainable approaches, such as green human resource management practices, green intellectual capital, sustainable leadership and green innovation, enhance sustainable performance. Therefore, this study aims to determine whether green intellectual capital and innovation mediate between green human resources management practices and sustainable performance in Pakistan’s manufacturing industry.Design/methodology/approachThe data were collected from 458 executives representing 155 (SMEs) in the manufacturing sector in Pakistan using a self-administered questionnaire. Partial least squares structural equation modeling was employed for the data analysis.FindingsThe results indicated that green human resource management practices positively impact green intellectual capital, green innovation and sustainable performance. Additionally, green intellectual capital significantly affects both green innovation and sustainable performance. Furthermore, green intellectual capital and innovation mediate the relationship between green human resource management practices and sustainable performance. Results also reveal that sustainable leadership significantly moderates the relationships between green human resource management practices, green intellectual capital and green innovation.Practical implicationsThe results of this study assist practitioners in appreciating and assessing the significance of green intellectual capital and green human resource management techniques. It also emphasizes the importance of green innovation and sustainable leadership in fostering sustainable performance.Originality/valueThis study guides managers and policymakers on how green human resource management practices, intellectual capital, innovation and sustainable leadership enable firms to achieve sustainable performance goals.

Guanxi human resource management practices and psychological withdrawal behavior: a conservation of resources theory approach

Purpose This study examines the relationship between guanxi human resource management (HRM) practices and psychological withdrawal behavior and its mechanism, and examines the mediating role of psychological contract breach and the moderating role of employee resilience.Design/methodology/approach This study collected 287 three-stage questionnaires from 62 teams from public institutions, large state-owned enterprises and private enterprises in Sichuan Province, and used regression analysis, PROCESS and Amos structural equation model to test the research hypothesis.Findings Guanxi HRM practices positively influenced the employees’ psychological withdrawal behavior, and psychological contract breach played a mediating role in the relationship. Employee resilience not only moderated guanxi HRM practice and psychological contract breach but also moderated the mediating effect of psychological contract breach between guanxi HRM practice and psychological withdrawal behavior.Originality/value This study revealed the impact of guanxi HRM practices on employees’ psychological withdrawal behavior, which often serves as an early indicator of mental health issues. This finding has important implications for the research on relation-oriented HRM practices.

Trauma-Informed HR: The Work–Life Interface and the Adverse Spillover Effects of Nonwork Anti-Black Discrimination

This study uses a trauma-informed conservation of resources lens to investigate the potential spillover effects of nonwork anti-Black discrimination in the workplace. The research surveys 442 public sector employees and, using a partial least-squares structural equation modeling and multigroup technique, found that nonwork discrimination is associated with lower levels of workplace engagement among Black employees compared with White employees. This finding supports this study’s argument that such experiences place Black employees at a resource deficit, leaving them with fewer psychological and energetic reserves to draw upon at work. Thus, this study discusses the need for trauma-informed human resource (HR) management practices that replenish these resources and provide mechanisms for coping with discrimination-related stress.

Application of green human resource management and biomechanical strategies in employee eco-friendly behavior promotion in biotechnology enterprises based on computer-assisted decision-making system

Inspired by biomechanics, the behavior of employees within an enterprise bears resemblance to the mechanical properties of biological structures, which plays a crucial role in the achievement of an enterprise’s green development. Just as the proper coordination of biological components in biomechanics is essential for efficient functioning, effective human - resource management can stimulate employees’ enthusiasm to participate, thereby influencing the development of the organization.The questionnaire for this study was developed for data collection based on a questionnaire developed by a biotechnology Y company established in 1991 as the main respondent. The collected data were analyzed using tools such as Statistical Package for the Social Sciences (SPSS), Analysis of Moment Structures (AMOS), and computer-assisted decision-making system for descriptive statistical analysis, testing of reliability and validity, and regression analysis. The relationship between green human resource management and employees’ eco-friendly behaviors was examined, and the mediating role of psychological contract was tested. Drawing an analogy from biomechanics, where forces and structures interact in complex ways, the relationship between green human - resource management and employee behavior is also complex. The results of the study showed that green human resource management explained 33.7% of the variance in employee eco-friendly behavior and that there was a significant positive effect of green human resource management on employee eco-friendly behavior (|β| = 0.615, p < 0.001). In the context of biomechanics - inspired thinking, this positive effect can be seen as a beneficial force promoting the "structural stability" of the enterprise’s green development.Meanwhile, the psychological contract played a partial mediating role in this process, accounting for 44.47% of the total effect. The results of this study can provide an important basis for enterprises to implement green human resource management practices and promote eco-friendly behaviors among employees. Similar to how biomechanical principles guide the design of efficient biological systems, these results can guide enterprises to build a more sustainable and "biomechanically-optimized" human-resource management model for green development.

How Green HRM Practices Effect Organizational Citizenship Behaviour in the Indian Service Sector: The Mediating Role of Job Satisfaction

The purpose of this study is to investigate the effect of Green human resource management practices on organizational citizenship behaviour in the Indian service sector through the mediating role of job satisfaction. Among these, Green recruitment & selection and Green Employee Empowerment are identified as key strategic drivers. This study finds the relationship between Green recruitment & selection, Green employee empowerment, Job satisfaction, and Organizational citizenship behaviour. The data was collected through a questionnaire survey from 300 full-time employees of the Indian service sector. In our study, we used Partial Least Square-Structural equation modeling version software (4.0.1.9) to analyze the data. The finding of this study demonstrates that Green HRM practices (Green Recruitment & selections and Green employee empowerment) significantly enhance job satisfaction of employees and subsequently their job satisfaction positively effects organizational citizenship behaviour among them. This study provides various practical and theoretical implications for employees and Human resource managers who are working in the Indian service sector and how Green Human resource management practices effect employee behaviour in the service sector within an emerging market context.

Green human resource management practices in the hospitality and tourism industry: An integrative multilevel systematic review

Green human resource management practices in the hospitality and tourism industry: An integrative multilevel systematic review

Psychological Insights into Human Resource Management Strategy: A Qualitative Exploration and Review of Literature

This study explores the integration of psychological insights into human resource management (HRM) strategies, examining its implications for recruitment and selection, training and development, performance management, and organizational culture. The research aims to elucidate the mechanisms through which psychological principles influence HRM practices and to examine the role of cultural diversity in shaping the effectiveness of HRM strategies. A multi-level perspective is adopted, considering individual, group, and organizational factors in shaping HRM outcomes. The study employs a comprehensive literature review methodology, synthesizing findings from diverse sources to provide insights into the complex interplay between psychology and organizational practices. Key findings highlight the importance of personality assessment, cognitive abilities, cultural fit, and emotional intelligence in recruitment and selection processes. Additionally, the study underscores the significance of adopting a learner-centered approach to training design and the role of positive feedback interventions in enhancing performance management practices. Furthermore, the research emphasizes the pivotal role of leadership in shaping organizational culture and driving cultural change. The study contributes to advancing theoretical understanding and informing evidence based HRM practices.

Impact of Green Human Resources Management Practices on Sustainability Through Organizational Resilience and Organizational Learning in Pakistan’s Banking Sector

This study investigates the impact of green human resource management (GHRM) practices on organizational resilience (OR) and organizational sustainability (ORS) in Pakistan’s banking sector, with a focus on the mediating and moderating roles of resilience and organizational learning (ORL), respectively. Utilizing a cross-sectional, quantitative research design and data analyzed through Partial Least Squares Structural Equation Modeling (PLS-SEM), the findings confirm that core GHRM practices, including green recruitment, training, compensation, performance appraisal, and employee involvement, significantly enhancing organizational adaptability and pro-environmental behavior. OR is shown to strongly contribute to ORS, underscoring resilience as a foundational element for sustainable performance. Additionally, ORL amplifies GHRM’s positive impact on OR, revealing that a culture of learning further strengthens the resilience benefits of GHRM. This study enriches the GHRM and sustainability literature by elucidating the synergistic roles of resilience and learning in fostering sustainability, and offers practical insights for HR managers aiming to integrate GHRM into strategic frameworks. The findings emphasize the critical role of green HR practices in bolstering resilience and adapting to environmental challenges in emerging markets.

Islamic Business Ethics and Employee Satisfaction in Islamic Banking: A Systematic Literature Review

The Islamic banking sector plays a significant role in Indonesia's economy, yet its market share remains below expectations. This research explores the relationship between Islamic Business Ethics (TIBE) and employee satisfaction within the context of Islamic banking. The objective of this research is to develop a theoretical model integrating TIBE principles to enhance job satisfaction among employees in Islamic banks. A Systematic Literature Review (SLR) method was employed to synthesize findings from recent studies on TIBE's impact on human resource management practices. The results show that principles such as justice, honesty, spirituality, and trust are fundamental in improving job satisfaction and fostering a productive work environment. The implications suggest that integrating these ethical values into organizational practices can boost employee well-being, reduce turnover, and improve organizational performance. The research contributes to the literature by offering a comprehensive framework for applying TIBE in Islamic banking, which could be valuable for future research and practical applications in human resource management.

Strategies for crisis and risk management in sustainable construction: communication and green culture in Pakistan

Abstract The Pakistani construction industry faces significant challenges that hinder project success, including poor risk management, communication gaps, a lack of organizational cohesion, and inadequate green human resource management practices. This study investigates the impact of these critical factors on project outcomes within Pakistan's unique economic and regulatory landscape. Using semi-structured interviews with project managers across various construction firms, we conducted a thematic analysis to explore how proactive risk management, effective communication strategies, a supportive green organizational culture, and green strategic human resource management practices contribute to project durability of the building and timely completion. The durability of a building entails the utilization of long-lasting resources, environmentally friendly building processes, and ideas that maintain the structure so that it stays operational and practical for its planned duration. Findings reveal that comprehensive crisis and risk management minimizes disruptions and budget overruns, while robust communication management reduces misunderstandings, fostering collaboration and efficiency. Furthermore, a positive green organizational culture enhances teamwork and motivation and targeted green human resource strategies support skill alignment and improve workforce performance. This study provides actionable insights for construction firms in Pakistan aiming to optimize green management strategies to enhance project success rates, suggesting that an integrated approach to risk, communication, green culture, and green human resource practices is essential to meet the demands of this growing sector.

Analysis of Green Recruitment, Green Performance Management and Green Reward Management Practices in Manufacturing Companies in Sri Lanka

Industrialization worldwide enhances business, technology, and overall quality of life but also exacerbates environmental hazards. Organizations must adopt Green Human Resource Management (GHRM) practices to mitigate these threats. This study explores the impact of green recruitment, green performance management, and green reward management in fostering a sustainable work environment. It also examines the challenges organizations face in implementing these practices and the benefits they gain from doing so. Using a qualitative approach, this research involved interviews with 12 manufacturing firms in Sri Lanka, selected through purposive sampling. Thematic analysis was conducted to identify key insights. Findings indicate that while GHRM practices contribute positively to sustainability, their adoption is hindered by various organizational challenges. Since the study focuses solely on the Sri Lankan manufacturing sector, the findings may have limited generalizability. However, they offer valuable insights for HR professionals in policy development and implementation of Green HRM strategies within their organizations.

Pengaruh Kepemimpinan, Motivasi, dan Disiplin Kerja Terhadap Kinerja Karyawan PT PAN PUTRA SAMUDRA REMBANG

This research aims to analyze the influence of leadership, motivation, and work discipline on employee performance at PT Pan Putra Samudra Rembang. The method used in this research is a quantitative approach with a survey research design. Data was obtained through distributing questionnaires to 100 employees of PT Pan Putra Samudra Rembang. The data analysis technique used is multiple regression analysis to determine the extent of the influence of each variable on employee performance. The results of the study showed that leadership had no significant statistical effect on employee performance, while motivation and work discipline had a positive and significant effect. These findings indicate that improving employee motivation and maintaining work discipline are crucial factors in enhancing employee performance at PT Pan Putra Samudra Rembang. On the other hand, the lack of influence from leadership suggests that other factors, such as leadership style or organizational culture, may need to be further examined. This research provides practical insights for the company to focus on strategies that strengthen employee motivation and discipline, while also reconsidering the role of leadership in driving performance. The implications of this study can serve as a reference for human resource management practices in similar organizational contexts.

Integrating green HRM for productivity and sustainability: green innovation, engagement and pro-environmental behavior as key mediators

This study examines how employee engagement functions as a mediator between worker productivity and Green Human Resource Management (GHRM) practices in Bangladesh's industrial industry. We used a web-based, structured questionnaire to survey 401 workers from different companies. Comprehensive research using structural equation modeling showed that GHRM significantly improves employee engagement (p < 0.05, β = 0.154), which in turn boosts worker productivity (β = 0.281). Additionally, the association between GHRM and productivity is significantly mediated by employee engagement (p < 0.05), suggesting that engaged employees are more productive in companies that implement GHRM practices. This study emphasizes the usefulness of implementing GHRM practices for manufacturing managers in order to cultivate a motivated and effective workforce. Using the Ability, Motivation, and Opportunity (A-M-O) Theory, this study offers insights applicable to comparable situations around the world and advances our understanding of how sustainable HR practices can address issues in a Bangladeshi manufacturing sector.Graphical abstractAbility-Motivation-Opportunity (AMO) theory application in the study

How Green Organizational Culture and Voluntary Workplace Green Behavior Impacted By the Green HRM Practices &amp; Applications: The Role of Environmental Commitment as a Mediator

Recently, there has been a growing awareness of the importance of environmentalism and the adoption of various environmental management practices in the business community. Based on the assumptions of Social Learning theory (SLT), this study has unveiled Green HRM practices to study green organizational culture and voluntary workplace green behavior. How green practices influences Employees and Organizations (Internal and External) culture and voluntary workplace green behavior. How green practices enhances the existing green organizational cultural values and voluntary workplace green behavior to become a role model for others organizations, society and employees as well, especially in Pakistani context. This study tried to assess how green human resource management practices helps to enhance the progress or productivity of existing or already adopted green organizational culture and voluntary workplace green behavior and how green human resource management practices motivate the employees and organizations to adopt green organizational culture and voluntary workplace green behavior to meet the futures climate challenges and world sustainable goals. The data have collected from the employees of (Rawalpindi &amp; Islamabad) banking sectors of Pakistan. This study validated the framework using the mediation technique in PLS-4 software and SPSS 21. Results has supported the mediating effect of Environmental Commitment between Green HRM, Green Organizational Culture and Voluntary Workplace Green Behavior (VWGB), this study have concluded with implications, limitations and directions for future research.

The Impact of Artificial Intelligence Technology on Human Resources Performance in Organizations

With the changing business landscape, human resource management faces new challenges that must be addressed while ensuring optimal growth and development of the organization. This study identifies the application of artificial intelligence technology in human resource sectors related to recruitment and selection, board attendance process, employee retention, compensation management, general employee management, and employee retention. The integration of artificial intelligence with human resource management practices is changing the way companies hire, manage, and engage with their workforce. Using artificial intelligence, machines can now make decisions based on historical data and behavioral patterns more accurately than people. As a result of this change, all physical work has been replaced by machines, forcing human resource professionals to take on more strategic roles. This study presents the advantages of using artificial intelligence and the challenges facing organizations in implementing artificial intelligence in various human resource management units, as well as the benefits of artificial intelligence for organizations seeking to increase the effectiveness and efficiency of their human resource functions.

A Scoping Review of Green Recruitment and Selection Studies in Developing Countries: Evidence from Existing Studies

The primary responsibility of human resources is the implementation of green recruiting and selection practices. Ecological sustainability has become a prominent concern on the political agenda, and organizations in developing countries are increasingly seeking methods to combat climate change through strategies such as green recruitment and selection. However, limited information is available on the practices of green human resource management specifically related to these areas. This study will conduct a scoping review of green recruitment and selection practices in developing countries. The methodology involved a comprehensive search of relevant studies from reputable databases, including Scopus, ABI/INFORM, and Science Direct, along with accessible online research platforms such as web of science and ResearchGate, which have proven valuable resources. The findings indicate a significant understanding and positive perception of green recruitment and selection as effective strategies for promoting environmental sustainability in developing countries. However, it is recommended that further research be conducted across a broader range of countries to enhance insights into green recruitment and selection practices.