Human Resource Management Practitioners Research Articles

Does Organisational Justice Truly Ignite Employee Happiness and Propel Citizenship Behaviour? In-Sights From Ghana’s Tertiary Landscape

This study analysed the impact of employees’ organisational justice perception (OJP) on their engagement in organisational citizenship behaviour (OCB) within tertiary educational institutions in Ghana. Furthermore, the study investigated the mediating effect of employee happiness on the relationship between OJP and OCB among employees in tertiary educational institutions in Ghana. A total of 394 respondents from 27 tertiary institutions in Ghana participated in the survey through the administration of questionnaires. The study employed Structural Equation Modelling to examine the hypothesised relationships and Andrews Hayes’ Process Model was utilised for mediation analysis. The results indicated that the level of employee happiness in the workplace is a substantial and positive indicator of OCB and served as a full mediator in the link between OJP and OCB. The study recommended that the management of tertiary educational institutions and human resource management practitioners should develop evidence-based interventions aimed at boosting employee well-being and promoting positive perceptions of organisational justice.

Unleashing potential: Islamic leadership’s influence on employee performance via Islamic organizational values, organizational culture and work motivation

Purpose In the present era, the achievement of employee Islamic performance has become a significant challenge for organizations. The purpose of the study is to examine the effect of Islamic leadership on employee Islamic performance directly and indirectly by bridging the connections between employees’ Islamic organizational values, Islamic organizational culture, and Islamic work motivation among the employees of Egyptian banks. Design/methodology/approach The authors used quantitative methods in this study and based its findings on the data received from 312 respondents in response to a questionnaire. Findings By using SmartPLS 4, this study’s findings demonstrate that Islamic leadership has a positive and significant effect on Islamic organizational values, culture, employee Islamic performance and work motivation. While Islamic organizational values and Islamic organizational culture do not significantly impact employee Islamic performance, Islamic work motivation is a significant predictor of employee Islamic performance. On the one hand, Islamic organizational values and Islamic organizational culture do not mediate the relationship between Islamic leadership and employee Islamic performance. On the other hand, Islamic work motivation is a mediating variable that significantly develops the relationship between Islamic leadership and employee Islamic performance. Practical implications The study’s findings support policymakers and human resource management practitioners to develop plans and strategies which enhance the Islamic performance of organizations’ employees. In addition, this study’s findings provide insights for researchers and academicians in developing Islamic leadership within their organizations so that they operate by Islamic values and codes. Originality/value Finally, by offering an integrated model of Islamic leadership, Islamic organizational values, Islamic organizational culture and employee Islamic performance, this study’s findings fill the gaps in the context of bank employees in a developing country, namely, Egypt.

The Influence of Digital Technology on Human Resource Management Practice

This article presents a systematic analysis of the influence of digital technologies on Human Resource Management (HRM) practices. Through the Systematic Literature Review method, we explore the impact of innovative digital technology on key aspects of HRM such as recruitment, employee development, performance management, and employee experience. The research results highlight significant changes in these practices, providing deep insight into the digital transformation occurring in the world of human resource management. The implications of these findings include increased efficiency, organizational adaptability to new working models, and emerging challenges around data security. This article provides valuable guidance for HRM practitioners and researchers to understand and respond to the evolution of HRM dynamics in the digital era.

The Impact of Employee Well-being Programs on Organizational Performance: A Case Study Approach in Human Resource Management

This study delves into the impact of employee well-being programs on organizational performance, employing a case study approach within the realm of Human Resource Management (HRM). Through a focused investigation of specific organizations, the research aims to scrutinize the design, implementation, and outcomes of well-being initiatives, offering a detailed understanding of their effects on organizational success. The case study methodology enables a comprehensive examination of distinct strategies and contextual factors that shape the efficacy of these programs. The study seeks to unveil how such initiatives contribute to fostering a positive workplace culture, elevating employee engagement, and ultimately influencing overall organizational performance. By adopting a case study lens, the research provides practical insights and recommendations for HRM practitioners, illuminating the crucial role of employee well-being in nurturing a thriving and high-performing organizational environment.

Strategic human resource management practitioners' emotional intelligence and affective organizational commitment in higher education institutions in Georgia during post-COVID-19.

The COVID-19 pandemic has significantly affected the global workforce, presenting unprecedented challenges to managers and practitioners of strategic human resource management. Pandemic-influenced changes in the employment relationship highlighting the need for adaptation in order to facilitate a return to pre-pandemic conditions. Crises such as this can have a detrimental effect on employees' psychological contract, which in turn can hinder the organization's ability to thrive in the post-COVID-19 era and impede the development of high commitment levels in the aftermath of the crisis. Emotional intelligence plays an increasingly vital role in effectively navigating the crisis and providing support to employees, while also facilitating the reconstruction of the psychological contract. Therefore, this study aims to explain the role of emotional intelligence of strategic human resource management practitioners on affective organizational commitment and the possible mediating effect of the psychological contract in that relationship. A quantitative study took place in February 2023 among 286 HR directors, HR managers, and HR officers in higher education institutions in Georgia. Partial Least Squares for Structural Equation Modelling was applied for data analysis. The results revealed that the emotional intelligence of strategic human resource management practitioners has a positive impact on the psychological contract and the affective organizational commitment. This study supports the idea that emotional intelligence can transform strategic human resource management practitioners into individuals who engage in people-orientated activities. These activities aim to effectively acquire, utilize, and retain employees within an organization. The study also suggests that emotional intelligence can provide solutions to maintain high employee commitment during times of crisis and in the aftermath of unprecedented situations.

Green HRM practices, employee well‐being, and sustainable work behavior: Examining the moderating role of resource commitment

AbstractThis study examines how green human resource management (HRM) practices impact employees' subjective well‐being through the mediating mechanism of employees' green behavior (EGB). We further explore the moderating role of resource commitment. Based on a sample of 249 employees and their supervisors working in small‐ to medium‐sized enterprises (SMEs) in Ghana, we discovered that green HRM practices have a positive influence on EGB, and this connection is further reinforced by resource commitment. The analysis also reveals that EGB serves as a mediator in the relationship between green HRM practices and employees' subjective well‐being. These findings suggest that green HRM practices affect employees' subjective well‐being through EGB. The wider implications of these findings for theory and HRM practitioners are discussed.

Foresight study about the use of blockchain to prevent employees’ psychological distress: research avenues and insights for HRM practitioners

PurposeThe prevention of mental health issues at work represents a significant challenge for organizations. The transformation of workplaces whose future promises to be virtual or hybrid can make the anticipation and prevention of these health issues more challenging, considering the potential distance that it may create between employees and their employers. The recent health crisis undermined individual mental health but also highlighted the importance of new technologies which greatly paved the way for the future of workplaces. This paper aims to examine these new technologies, specifically the use of blockchain technologies in organizations to predict and prevent mental health issues at work, specifically psychological distress, in times of crisis, and beyond. It addresses the main challenges and opportunities and presents research avenues as well as insights for human resource management (HRM) practitioners.Design/methodology/approachThis paper is a viewpoint that addresses the use of blockchain technology in the prevention of employees’ mental health at work in times of crisis and beyond. Literature was used to support this viewpoint and highlight the importance of addressing mental health issues at work and preventing their occurrence in the future.FindingsBlockchain is one of the disruptive new technologies that can be used as a strategic tool for organizations to prevent mental health issues among employees in the workplace in times of crisis, and beyond. It facilitates the collaboration between employees, their organization, healthcare and employee assistance program (EPA) providers, as well as insurance companies. In this context, a specific type of blockchain should be used to support this type of collaboration.Practical implicationsBlockchain can generate both opportunities and challenges for the prevention of mental issues at work. It can transform the future of workplaces and help organizations as well as healthcare and EPA providers to anticipate potential employees’ mental health issues in 2019. Organizations need to address their readiness to implement this new technology and the possible reluctance of their employees to use it. This paper presents insights for managers and HRM practitioners.Originality/valueThe studies that have addressed the use of blockchain in organizations to prevent employees’ mental health issues are sparse. This paper is an attempt to address this gap and examine the challenges as well as the opportunities associated with the use of this disruptive new technology that can significantly reshape the future of workplaces.

Pengaruh Kompetensi, Komunikasi Dan Kompensasi Terhadap Kinerja Karyawan Perusahaan Di Kecamatan Jagakarsa Jakarta Selatan

This research aims to analyze and determine the influence of competence, communication and compensation on employee performance in a company. This research was conducted using a quantitative approach and involved respondents consisting of employees at various levels of positions who work at companies in the district. Jagakarsa, South Jakarta. Data was collected through a questionnaire with a total of 22 questions and a total of 100 respondents which could measure the level of competency, communication, compensation and employee performance. The data analysis technique used in this research is SEM PLS (Structural Equation Modeling - Partial Least Squares), which was carried out using SmartPLS 4.0 software. The data analysis methods used in this research include measurement model analysis, structural model analysis, and direct influence hypothesis testing. The results of data analysis show that employee competency has a significant positive influence on employee performance. Communication also has a significant positive influence on employee performance. Effective and open communication allows clear and timely information to have a positive and significant impact on improving employee performance. And the compensation variable was also found to have a significant positive influence on employee performance. These findings provide important implications for human resource management and organizational practitioners in designing policies and programs related to competency development, improving communication, and providing adequate compensation for employees so that employees can provide reciprocity in the form of maximum performance for the company.

Analyzing Criteria Affecting Decision-Making Processes of Human Resource Management in the Aviation Sector - A Fuzzy Logic Approach

In today's fast-paced and ever-changing business landscape, effective decision-making is paramount to achieving success and maintaining a competitive edge. This holds particularly true in the aviation sector, where Human Resource Management (HRM) plays a pivotal role in optimizing workforce performance and ensuring operational efficiency. However, HRM decision-making processes are often confronted with multifaceted challenges that encompass various criteria and encompass both objective and subjective factors. To tackle this complexity, a novel and adaptive approach is needed. In this study, we employ a Fuzzy Logic Approach to analyze the criteria influencing decision-making processes in HRM within the aviation sector, aiming to provide a comprehensive and flexible decision-support system for HRM practitioners and contribute to the sector's overall performance and success. The contribution of this study lies in its innovative application of Fuzzy Logic to HRM decision-making in the aviation sector. By capturing the inherent uncertainties and vagueness that HRM practitioners encounter, the proposed Fuzzy Logic-based model offers a more robust and context-sensitive decision-support system. Based on the Fuzzy Logic application and sensitivity analysis, the findings reveal the significance of employee satisfaction as the most influential criterion in HRM decision-making within the aviation sector. The Fuzzy Logic model demonstrated a strong positive correlation between high employee satisfaction levels and favorable HRM Decision Outcomes. This finding emphasizes the pivotal role of employee satisfaction in shaping HRM strategies and outcomes within aviation organizations.

Future of Work - Opportunities, Challenges and Implications for International, Comparative and Cross-National HRM

The rapidly evolving future of work, driven by technological advancements, globalization, and shifting societal dynamics, presents significant opportunities, challenges, and implications for Human Resource Management. Whilst few scholars have responded to this in the mainstream HRM, there is a drought of research on the implications of the future of work and its dynamics on international, comparative, and cross-national Human Resource Management (HRM) sub-field. Through a random review, examination, critical analysis, and synthesizing of articles on the Future of Work and International HRM, this paper explores these aspects and highlights key trends such as automation, artificial intelligence, remote work, and the gig economy as they tend to shape the future of work and subsequently the practice of International HRM. Findings reveal that organizations face complex HRM challenges in a globalized workforce, diverse cultural contexts, and emerging technologies. The immense opportunities lie in leveraging technology to enhance productivity, efficiency, and innovation. International HRM practices can benefit from global talent pools, promoting diversity and multiculturalism. Cross-national HRM strategies facilitate knowledge transfer, skill development, and cross-cultural collaboration. However, challenges arise from workforce displacement due to automation and AI, raising concerns about job security and inequality. HRM professionals must address reskilling and upskilling initiatives to ensure employees remain adaptable and competitive. Managing a geographically dispersed workforce requires effective communication, coordination, and cultural sensitivity. The implications for international, comparative, and cross-national HRM practices are significant. Agile and flexible approaches to talent acquisition, retention, and development are necessary. Strategies must be tailored to specific cultural contexts, considering legal, economic, and social factors. Ethical considerations, including data privacy, algorithmic bias, and employee well-being, become paramount. In conclusion, we have proposed that HRM professionals must stay updated, collaborate with diverse stakeholders, and embrace innovative practices to harness the future of work's full potential while mitigating its challenges. Proactive and forward-thinking approaches are essential for organizations and HRM practitioners to navigate this dynamic landscape successfully.

How resilient employees can prevent family ostracism from escalating into diminished work engagement and change-oriented organizational citizenship behavior

Drawing from conservation of resources theory and the work–home resources model, this research examines the hitherto overlooked but highly relevant link between employees’ experience of resource-draining family ostracism and change-oriented organizational citizenship behavior, with a specific focus on the mediating role of their work engagement and moderating role of their resilience. Tests of the research hypotheses, using survey data collected among employees who work in the construction retail industry, reveal that a core channel through which social exclusion by family members translates into diminished voluntary change efforts is that employees become less engaged with work. This intermediate role of lower work engagement is less prominent, however, among employees who have a greater ability to bounce back from challenging situations. For human resource (HR) management scholars, this study accordingly helps explain why a sense of being ignored at home may lead employees to become complacent in their change efforts: Employees exhibit less enthusiasm about work. But HR management practitioners can subdue this process to the extent that they enhance and leverage employees’ resilience levels.

Developing Attributes of the Leader: From Military Service to the Civilian Workforce

The Problem Organizations struggle to find effective ways to identify needs and consequently develop the leadership skills of leaders. At the same time, veterans are entering the civilian workforce with significant, valuable non-technical leadership skills that are rarely studied as leadership attributes. As a result, there is scant research on the contribution of leadership attributes from military leadership. The Solution This article will introduce the Be-Know-Do framework used in the U.S. Army’s leadership development program. The premise of the model is that when the attributes and competencies of the leader are developed, organizational results will be produced through the people they lead. The Stakeholders Human resource development (HRD) scholars and practitioners, human resource management (HRM) practitioners, professionals, and trainers

Addressing the challenge of engaging in paid work while undertaking unpaid caring: insights for improving employment inclusion of young carers

PurposeThis paper aims to explore challenges and opportunities associated with young carers' employment in Australia.Design/methodology/approachUsing a multi-stakeholder approach, this study captures the reflections of stakeholders (n = 8) and young carers (n = 10) about opportunities for, and experiences of, paid employment for young carers.FindingsDespite many organisations internationally increasingly pushing diversity agendas and suggesting a commitment to equal opportunity experiences, this study found that young carers' work opportunities are often disrupted by their caring role. For young carers to be successful in their careers, organisations need to provide further workplace flexibility, and other support is required to attract and retain young carers into organisations and harness their transferrable skills for meaningful careers.Practical implicationsThe paper highlights important implications for human resource management practitioners given the need to maximise the participation of young carers as workers, with benefits for young carers themselves, employers and society.Originality/valueThe research adds to the human resource management and work–family conflict literature in examining young carers through drawing on Conservation of Resources theory to highlight resources invested in caring leads to loss of educational and work experience resources. This leads to loss cycles and spirals, which can potentially continue across a lifetime, further contributing to disadvantage and lack of workplace and societal inclusion for this group of young people.

Value Derived from Digitalised Human Resource Management: Perspectives from South Africa

A lack of empirical research on the value derived from digitalised human resource management contributes to the sluggish adoption of its technology in organisations, also in South African workplaces. In this article, we present empirical findings of the value derived from digitalised human resource management. These findings are based on the observations of 312 human resource management professionals and line managers in the automotive industry in South Africa. The data were collected by means of a cross-sectional quantitative survey design using purposive and snowball sampling techniques. The findings of this study provide evidence of perceived value and impact value derived from digitalised human resource management. The perceived value of digitalised human resource management was evident for (1) performance, (2) stakeholders, (3) employees, and (4) talent creation, whereas the impact value was observed for (5) employment relations, (6) time and cost savings, and (7) human resource administration and control. These seven value factors were categorised as operational, relational or transformational, indicating the level at which the value of digitalised human resource management was realised. In the study, we provide a strong case for investing in the technology of digitalised human resource management to optimise strategic human resource management and maximise digitalised value in organisations. We caution human resource management practitioners that digitalisation is not an end goal, but a means to greater organisational effectiveness and stakeholder satisfaction.

Bibliometric Analysis of the Influence of Academic Research on HRM Strategy, Employee Performance, and Organizational Success Globally

This bibliometric analysis explores the profound influence of academic research on Human Resource Management (HRM) strategy, employee performance, and global organizational success. Leveraging a comprehensive dataset from reputable academic databases, the study employs bibliometric techniques to analyze patterns of publication, citation, collaboration, and keyword trends within the HRM research domain. The findings reveal a multifaceted landscape of HRM scholarship. Co-authorship network analysis identifies prolific authors and research clusters, highlighting the collaborative nature of HRM research. Citation analysis uncovers highly influential publications, showcasing the impact of seminal works on HRM theory and practice. Keyword analysis unveils emerging research themes, reflecting the field's responsiveness to evolving challenges and trends. Notably, the analysis underscores the significance of evidence-based HRM practices and the global context in which HRM operates. It recognizes the role of academic research in shaping HRM strategies that enhance employee performance and contribute to global organizational success. This study provides valuable insights for HRM practitioners, researchers, and organizational leaders by offering a comprehensive overview of the evolving HRM landscape. It emphasizes the importance of collaboration, the influence of seminal works, and the dynamic nature of HRM research. Understanding these dynamics is pivotal for advancing HRM scholarship and driving organizational excellence in a globalized world.

Dilemmas and Countermeasures of Human Resource Management in Universities under Epidemic Normalization

With the outbreak of COVID-19 epidemic in late 2019, universities can't get away from the involvement of human resource management work from the initial suspension of classes to online teaching to the resumption of offline classes. In the face of the challenge of COVID-19, especially since the epidemic has become normalized, how to do a good job of personnel management, talent introduction, training and development, salary management, job hiring and other human resource management work is an urgent issue for university human resource management practitioners to think about.

Unraveling the effects of occupational identity verification, self-esteem and identity salience on managers’ mental health: examining psychological distress and depression in the workplace

Purpose Managers play a crucial role in organizations. They make decisions that directly influence organizational success and significantly impact employees’ mental health, development and performance. They are responsible for ensuring the financial well-being and long-term sustainability of organizations. However, their mental health is often overlooked, which can negatively affect employees and organizations. This study aims to address managers’ mental health at work, by examining specifically the direct and indirect effects of identity verification on their psychological distress and depression through self-esteem at work. The study also aims to examine the moderating as well as moderated mediation effects of identity salience. Design/methodology/approach A sample of 314 Canadian managers working in 56 different companies was studied, using multilevel analyses. Findings The findings showed that the verification of managers’ identity vis-à-vis recognition is positively associated with psychological distress and depression. Self-esteem completely mediates the association between low identity verification vis-à-vis work control and psychological distress, and also the association between low identity verification vis-à-vis work control and superior support and depression, while it partially mediates the association between low identity verification vis-à-vis recognition and depression. Practical implications This study can also help both managers and human resource management practitioners in understanding the role of workplaces in the identity verification process and developing relevant interventions to prevent mental health issues among managers at work. Originality/value This study proposed a relatively unexplored approach to the study of managers’ mental health at work. Its integration of identity theory contributes to expanding research on management and workplace mental health issues.

The potential of virtual expatriation – current state and future directions

The COVID-19 pandemic has forced organizations to change from the existing working model to a hybrid or fully virtual. The need to handle the pandemic constraints together with a growing trend of more flexibility in global mobility has prompted companies to review their policies around international remote working and establish some new rules. Employees will still travel to the host country, however, less frequently and for a shorter duration. This new model of work, called virtual expatriation, is becoming an alternative to the traditional expatriation and in the next years, it will become the main topic of human resource management (HRM). In this article, we attempt to examine virtual expatriation as the most emerging form and where virtual assignments are combined with other forms of international assignments (short-term assignments, business travels). The virtual expatriation work supported by the HR practices model is developed and verified empirically. Data for the verification obtained using qualitative methods: structured interviews. A structured standarised interview script are used and built through guidance provided by a classification matrix, with a sample collected from organizations from Europe (Poland, Portugal), Asia (India, China) and North America (USA). Only international HRM practitioners from selected countries have been interviewed. The own collaboration network has been used to reach the respondents (10-15 from each indicated continent. The interviews were conducted online, recorded and the transcript will be made by the researchers and available apps (Google). The coding method will be used to analyse the data obtained from the interviews. Moreover, systematic review of the literature has been applied. Multiple research databases has been used to answer formulated questions. The systematic review followed a defined plan in which the criteria has been stated before the review has been conducted. Keywords: Expatriate Effectiveness, Virtual Expatriate, Human Resource Practices, Virtual Assignment

Examining employee experiences of hybrid work: an ecological approach

PurposeThe purpose of this paper is to explore the various forms of organizational and team-level actions that were perceived to be helpful or not helpful by employees as they navigate the hybrid work arrangements and how these had an impact on their work behaviors and experiences. This research utilized Bronfenbrenner's ecological systems theory as framework.Design/methodology/approachThe exploratory study used a qualitative approach in gathering data via online survey from a total of 45 Filipino employees working in a hybrid work arrangement for at least three months. The analysis utilized both inductive and deductive methodologies in examining the data. Inductive thematic analysis was used in coding the data based on the participants' responses, while the deductive approach ensured that the themes are aligned with the research questions and reflect the different systems within Bronfenbrenner's EST (1986).FindingsResults surfaced helpful organizational (e.g. provision of work tools, financial assistance, supportive policies and engagement and wellness initiatives) and team level actions (i.e. use of technology-based communication tools, open virtual door policy, effective performance management system, employee care practices and team engagement activities). Actions that were perceived as not helpful include inadequate technological infrastructure, poor communication, insufficient training, punitive policies/practices and leadership issues at the organizational level as well as unresponsive colleagues and ineffective implementation of policies/processes at the level of teams. Employees reported being able to build on savings, becoming more productive and having greater work–life balance amid hybrid work. However, they continue to be challenged by blurred boundaries and inability to disconnect from work similar to when work was done remotely and now with sustaining momentum given the shifts on where they do their work.Practical implicationsThe findings of this study may guide programs and initiatives of human resource management practitioners and organizational leaders as they support employees in navigating through hybrid work.Originality/valueThe research expands extant knowledge on practices and experiences in hybrid work (Gifford, 2022). It also contributes to studies on human resource management that are nuanced based on where work is performed (Ng and Stanton, 2023) or with emerging work arrangements.

Successful ageing at work: The role of job characteristics in growth trajectories of work ability and motivation to work amongst older workers

In order to age successfully at work, people need to maintain or improve their work ability and motivation to work. This implies a process that develops over time and can differ substantially between individuals. This study investigated whether different trajectories of perceived work ability and motivation to work can be distinguished between older employees over time and to what extent job demands and job resources are predictive of these different trajectories. We applied growth mixture modelling amongst 5799 employees of 45 years and older at four time points. We found five distinct groups of older workers that differed in their trajectories of perceived work ability and four types of groups of older workers that differed in their trajectories of their motivation to work. Higher levels of physical demands, mental demands, autonomy, supervisor support, and colleague support were less common in unfavourable trajectories. This study gives Human Resource Management practitioners insight into how jobs should be designed to stimulate successful ageing at work.