Human Resource Management Practitioners Research Articles

Human Resource Practitioner Professional Ability and Management System Construction, Achievement Motivation as Mediator

This research explored the relationship among human resource practitioner professional ability, achievement motivation and the degree of human resource management system construction. The research focus was the human resource management practitioners in enterprises and data were collected through convenience sampling. Three hundred questionnaires were sent out, 223 valid questionnaires were returned(74.33%). The results show that there is a significant influence between the? (1) professional ability of human resource management practitioners and the degree of human resource management system construction and (2) achievement motivation of human resource management practitioners and human resource management system construction and also that (3) achievement motivation has a partial mediating effect between professional ability and the degree of human resource management system construction.

Perceived organizational support and work engagement of employees with children with disabilities

PurposeThe purpose of this research is to investigate the role of organizational support, as it is evidenced by supervisor's support and coworkers' support, in the work engagement levels of employees who are parents of children with special needs and disabilities (SND).Design/methodology/approachThe authors employed a self-administered survey questionnaire in Singapore and collected 224 useable responses. They used moderated hierarchical regression analysis to assess the relationships among organizational support, employees' child disability severity and levels of work engagement.FindingsThe research results indicated that higher levels of supervisor's and coworkers' support have a positive impact on work engagement levels of employees with children with SND. In addition, the authors observed that supervisor's support and coworkers' support moderate the relationship between employee’s child's disability severity and work engagement levels.Research limitations/implicationsThe results contribute to the introduction of a discussion about supportive practices directed toward this diverse group of employees in Singapore. The research findings are country-specific.Practical implicationsThe authors propose that human resource management practitioners could craft policies that may trigger tangible and emotional support by supervisors and coworkers of employees with children with disabilities, depending on employees’ children's disability severity.Originality/valueThis research is the first empirical examination that measures the work engagement levels of employed parents of children with SND in Singapore, considering both organizational and family dimensions.

Differences in Approach to Building a Professional Career among Representatives of Generations BB, X, and Y

The article looks at the issue of different approaches to building a professional career among selected representatives of the Baby Boomer, X, and Y generations who graduated from the University of Economics in Wroclaw. Based on the study of literature that is available on the subject as well as empirical research, an attempt was made to identify basic expectations and attitudes towards work as exhibited by the examined graduates and to present recommendations for human resource management practitioners. The research was conducted in 2017 using the diagnostic survey method with an online survey questionnaire that was made available at the University of Economics. The results of the study indicate that there exist identifiable differences in approach to building a professional career that depend on generation association. Moreover, building what is known as cross–generational solidarity should be pursued in teams diversified in terms of age. This should be done with reference to various areas of the professional career—something respondents felt was missing. Representatives of the older generations, who hold valuable knowledge as well as experience and worldly wisdom, should act as mentors for younger coworkers. And vice versa, younger generations might assist their older colleagues in filling their competence gap in new technologies.

The Dark and the Light Side of the Expatriate’s Cross-Cultural Adjustment: A Novel Framework Including Perceived Organizational Support, Work Related Stress and Innovation

The new context of the Psychology of Sustainability and Sustainable Development has reached the attention of the scientific community in recent years, due to its comprehensive approach aimed at enhancing the sustainability of interpersonal and intrapersonal talent, as well as of groups and communities. In this scenario, research on employee cross-cultural adjustment (CCA) is considered a key theme in human resource management. It is known that psychological support in the host country may alleviate distress and facilitate the integration of the expatriate workers. However, there is a lack of research investigating expatriate adjustment as an antecedent of the perceived organizational support. The aim of the study was to investigate the relationship among cross-cultural adjustment (CCA), perception of organizational support (POS), work-related stress (WRS), and innovation, considering these factors as a part of a unique innovative framework. A cross sectional study was performed using a sample of 234 expatriate workers of a multinational organization. Data were collected through a monitoring survey for the assessment of work-related stress risk factors of their expatriate staff. The results showed a positive correlation between CCA, POS, and innovation. On the other hand, a negative correlational effect of CCA and WRS, CCA and POS on WRS, and POS and WRS was found. Finally, POS was found to be a significant antecedent of CCA. These findings have implications for both international human resource management researchers and practitioners.

Human resource management moral competencies

Orientation: If Human Resource Management (HRM) has a positive role in providing direction for the permissible use of people in organisations, then such a role inevitably creates a number of ethical tensions. The HRM practitioner often encounters situations, where they require moral expertise to make decisions that are ethical. Research Purpose: The purpose of the research is to identify and describe the moral competencies HRM can use to make normative judgements in organisations. Motivation for the Study: The understanding of HRM moral expertise is important, given the role of HRM in organisations. Research Design: This article uses a virtue-ethical approach to identify and describe possible HRM moral competencies and their use. Main Findings: There is value to using a virtue-theoretic approach in HRM, because it allows for the identification of moral competencies that can be used to improve ethical decision making, when using HRM practices. Practical/Management Implications: The article provides a practical approach to using moral expertise. Moral expertise can be used to discern concrete normative actions when using HRM practices, and so doing improve normative outcomes for employees and organisations. Contribution/Value Add: This is the first attempt to identify and apply HRM moral competencies to HRM decision-making and practice. Furthermore, if the requirement for HRM moral expertise is known, it follows that it can provide the basis for further HRM professional development.

University stakeholders’ perceptions of the impact and benefits of, and barriers to, human resource information systems in Spanish universities

The purpose of this article is twofold: (1) to examine university stakeholders’ perception of the importance and benefits of, and barriers to, transmitting information on human resources collected in human resource information systems in universities; and (2) to understand stakeholders’ perceptions of the impact of the effective implementation of human resource information systems on university efficiency. To this end, a questionnaire was developed and sent to all members of the social councils of Spanish public universities. Descriptive statistics, analysis of variance and linear regression analysis were used to answer the research questions. Our main findings revealed a strong emphasis on the need for universities to transmit information about their human resources from the implementation of human resource information systems. Specifically, university stakeholders perceive as very relevant the provision of information about the academic and professional qualifications of the teaching and research staff, the mobility of teachers and researchers, scientific productivity, and teaching capacities and competences. Likewise, findings suggest that increased transparency, quick responses and easy access to information were the main benefits of the implementation of human resource information systems, while the lack of commitment from top management and insufficient financial support were perceived as the greatest barriers to human resource information systems in selected universities. Finally, the results confirm that a well-implemented human resource information system has the potential to enhance human capital efficiency in universities. The findings provide some insights into the performance and applications of human resource information systems in Spanish universities that could help human resource management practitioners to get a better understanding of the current uses, benefits and problems of human resource information systems, which, in turn, will improve their effectiveness in Spanish universities. Points for practitioners A well-implemented human resources information system has the potential to improve the efficiency of human capital management. This study contributes to practical knowledge by helping professionals in charge of human resources management to better understand the benefits of and barriers to implementing human resource information systems in universities, enabling the better future management of human resources in them. Likewise, this article provides managers with a greater understanding of the effects of human resource information systems on efficiency and shows that they represent a key factor in improving university performance.

A STUDY ON HR PLANNING – KARVY

The main purposes of this study are to explore the extent to which public Jordanian universities have adopted Human Resource Information System (HR PLANNING) and to examine the current HR PLANNING uses, benefits and barriers in these universities. A structured questionnaire was constructed based on other previous studies, it also pre-tested, modified and translated to capture data from HR PLANNING users in Jordanian universities. The main findings of this study reveled that the quick response and access to information were the main benefits of HR PLANNING implementation. While, the insufficient financial support; difficulty in changing the organization’s culture and lack of commitment from top managers were the main HR PLANNING implementation barriers. The present study provides some insights into the performance and applications of HR PLANNING in Jordanian universities that could help Human Resource Management (HRM) practitioners to get a better understanding of the current HR PLANNING uses, benefits and problems, which in turn, will improve the effectiveness of HR PLANNING
 Scholars in many disciplines have considered the antecedents and consequences of various forms of trust. This paper generates 11 propositions exploring the relationship between Human Resource Information Systems (HR PLANNING) and the trust an individual places in the inanimate technology (technology trust) and models the effect of those relationships on HR PLANNING implementation success. Specifically, organizational, technological, and user factors are considered and modeled to generate a set of testable propositions that can subsequently be investigated in various organizational settings. Eleven propositions are offered suggesting that organizational trust, pooled interdependence, organizational community, organizational culture, technology adoption, technology utility, technology usability, socialization, sensitivity to privacy, and predisposition to trust influence an individual’s level of trust in the HR PLANNING technology (technology trust) and ultimately the success of an HR PLANNING implementation process. A summary of the relationships between the key constructs in the model and recommendations for future research are provided.

Big Data in Industrial-Organizational Psychology and Human Resource Management: Forward Progress for Organizational Research and Practice

Big data and artificial intelligence (AI) have become quite compelling—and relevant, ideally—to organizations and the consulting services that help manage them. Researchers and practitioners in industrial-organizational psychology (IOP) and human resource management (HRM) can add significant value to big data and AI by offering their substantive expertise in how workforce-relevant data are measured and analyzed and how big data results are professionally, legally, and ethically interpreted and implemented by organizational decision makers, employees, policymakers, and other stakeholders in the employment arena. This article provides a perspective and framework for big data relevant to IOP and HRM that include both micro issues (e.g., linking data sources, decisions about which data to include, big data analytics) and macro issues (e.g., changing nature of big data, developing big data teams, educating professionals and graduate students, ethical and legal considerations). Ultimately, we strongly believe that IOP and HRM researchers and practitioners will become increasingly valuable for their contributions to the substance, technologies, algorithms, and communities that address big data, AI, and machine learning problems and applications in organizations relevant to their expertise.

Human Resource Practitioner Professional Ability, Achievement Motivation and Management System Construction

This research explored the relationship among human resource practitioner professional ability, achievement motivation and the degree of human resource management system construction. The research focus was the human resource management practitioners in enterprises and data were collected through convenience sampling. Three hundred questionnaires were sent out, 223 valid questionnaires were returned (74.33%). The results show that there is a significant influence between the: (1) professional ability of human resource management practitioners and the degree of human resource management system construction and (2) achievement motivation of human resource management practitioners and human resource management system construction and also that (3) achievement motivation has a moderating effect between professional ability and the degree of human resource management system construction. Empirical analysis showed that achievement motivation does exist a partial mediating effect between professional ability and human resource system construction. It means that the level of achievement motivation will affect system construction. Therefore, how to increase the achievement motivation degree will be the critical point. This paper also provides the business practices and applications in the conclusion section for reader references.

Much Ado About Little: A Critical Review of the Employer Branding Concept

Within the past ten to fifteen years the concept of Employer Branding (EB) has established itself as a widely known and highly regarded concept especially among Human Resource Management practitioners. In many organizations the development, implementation and communication of a distinctive and unique employer brand is meanwhile considered an important building block for gaining a competitive advantage in the so called “war for talent”. The paper at hand aims at critically exploring the conceptual foundations of employer branding by reviewing an extensive body of EB-literature consisting of standard references, scientific journal articles, textbooks as well as practitioner-oriented literature. This review reveals several general weaknesses, discrepancies and “blind spots” which cannot simply be attributed to some few single publications but rather call for a skeptical look upon the whole concept of employer branding itself. In conclusion the authors assert that the employer branding concept widely lacks innovative novelty as well as content-related persuasiveness. It should therefore be regarded as neither more nor less than a contemporary remake of what is and has for quite some time been well known as “Internal Marketing” or “HR Marketing”.

Employee engagement among public employees: examining the role of organizational images

ABSTRACT Employee engagement has recently emerged as a management tool that has spawned active interest among researchers, human resource management practitioners, and policy makers. While engagement has been linked to job attitudes such as job satisfaction and turnover intention, public management scholars have not yet examined the role of organizational images. We examine how two different organizational images (external and internal) influence employee engagement, and find that employee engagement is indeed influenced by these images, but in opposite directions, in addition to being mediated by job identification. We conclude with a discussion of the theoretical and practical implications of these findings.

Where are we today in understanding the role of the firm as a driver of international flows of highly skilled migrants? Reviewing the status of the literature on direct and indirect host country meso-level influences

Being able to compete in the global marketplace for highly skilled migrants is becoming increasingly important for economic prosperity. This study draws on neoclassical push and pull theory to investigate the state of scientific knowledge concerning the role of the firm in attracting highly skilled international migrants to individual host countries. Systematically reviewing economic analyses of migration flow drivers as well as management studies with organizational or individual perspectives, it establishes key themes and methodological patterns that shed light on the broader context in which firms and human resource management practitioners exert direct and indirect influences on migration decisions. Research has explored drivers of migration flows largely from an individual perspective, putting particular emphasis on relocation motivations and the career experiences of those who move abroad. However, we are still lacking a clear understanding of what kinds of companies attract international talent. The debate is missing a systematic framework and shows some notable theoretical gaps. Propositions for a future research agenda are discussed.

Sustainable Human Resource Management: A Literature-based Introduction

The concept of sustainability has deeply penetrated in all functions of management such as supply chain, organisational behaviour, human resource, strategic management and so on. But recently, sustainable human resource management (S-HRM) has garnered a significant amount of attention from industry practitioners and academicians due to the escalation of adverse impact of existing HRM approaches on employees, society and the environment ( Mariappanadar, 2003 , International Journal of Social Economics, 30(8), 906–923; 2014a, Human Resource Management Review, 24(4), 313–329; 2014b, Sustainability and Human Resource Management, Springer). Human resource sustainability is being desired by all because of its notable implications for both the employees and the organisations. Previous literature establishes that human resource management (HRM) practices play a vital role in determining organisational success and survival. Furthermore, the harmful impact of high performance work systems and their existing HRM practices on the well-being of employees and their families has made it even more pertinent for industry practitioners to identify mechanisms to reduce employee harm and increase human resource sustainability for organisational growth and well-being. A research report by the Society for Human Resource Management in 2010 and a few other scholars claim that S-HRM can help HRM practitioners to reduce the negative impact of business practices on employees, society and the environment ( Cohen & Taylor, 2012 , HR’s role in corporate social responsibility and sustainability; Daily & Huang, 2001 , International Journal of Operations & Production Management, 21(12), 1539–1552; Dumitrana, 2009 , Human resources role in sustainable development). However, S-HRM has been studied sporadically, and there is a lack of convergence in its understanding. It has been broadly defined with the help of various perspectives borrowed from literature on strategic HRM, corporate social responsibility, Green HRM and sustainable work systems. This article aims to explore the existing literature of S-HRM to develop a deeper understanding of the concept. Through a comprehensive literature review, this article also highlights the evolution of S-HRM along with its implications for employees, HR managers and the organisations that have been studied in the previous literature.

Performance appraisal satisfaction and turnover intention

PurposeThe purpose of this paper is to examine the impact of performance appraisal satisfaction (PAS) on work engagement (WE) and the impact of WE on turnover intention. Furthermore, this paper investigates the mediating effect of WE between PAS and turnover intention.Design/methodology/approachThe sample consisted of employees of 12 oil and gas organisations operating in Malaysia. The data collection process consists of two surveys using a three-month time lag approach. A total of 295 samples were used for the final data analysis. Partial least squares structural equation modelling was performed to test the research hypotheses.FindingsThe results indicate a strong causal relation between PAS, WE and turnover intentions. In brief, PAS was found to be a predictor of WE, and WE has a negative impact on employees’ turnover intention. Furthermore, WE proved to be a mediator between PAS and turnover intentions.Practical implicationsThe findings of this study can be used as a basis to consider PAS to increase employees’ level of WE and to decrease voluntary turnover. Overall, the findings provide pragmatic insights for human resource management practitioners and relevant stakeholders.Originality/valueTo date, little is known about the interrelationship between PAS, WE and turnover intention. Importantly, the mediating role of WE between PAS and turnover intention has remained unexplored. This study fills this gap in the existing literature.

Management Millennialism: Designing the New Generation of Employee

The idea that society can be divided into discrete generations, each with its own essential characteristics, is treated with caution in sociology, but has had considerable influence among human resource management writers and practitioners. ‘Millennials’ – today’s young adults – are said to bring unique attributes to the workplace that may fit uneasily with current management practice. Given the well-documented weakness of generational categories, both in analysis and practice, this article asks how the archetype of the Millennial has taken such a hold. By focusing on recruitment and training within a large company, the article argues that the idea of the Millennial has been validated by repetition and imitation, but that it also serves the more rational purpose of respecifying performance criteria. The Millennial has been constructed as a ‘challenge’, but specifically as a challenge to poor management.

Say on pay and executive compensation: A systematic review and suggestions for developing the field

Say on pay (SOP) is a form of shareholder activism where shareholders express their opinions on executive compensation by casting a vote in the annual general meeting. To date, although a large variety of results, antecedents and outcomes have been mentioned and discussed, knowledge about SOP is still limited. This study, through a systematic literature review of 44 articles on SOP published between 2010 and 2018 in finance and management journals, aims to explore our understanding of SOP effectiveness by analyzing its conceptualization, theoretical foundations, methodological issues, antecedents and derived outcomes. After identifying some common patterns in SOP effectiveness that reflect a specific governance contextualization, we provide a guide to develop future research in the field, highlighting key implications for human resource management academics and practitioners.

HUMAN RESOURCE MANAGEMENT AMONG ACADEMICS AND PRACTITIONERS VIA CAPITAL RESOURCE EXCHANGE MECHANISM

ABSTRACT This qualitative inductive study explores how practitioners and academics adopt human resource management (HRM) by engaging in a capital resource exchange mechanism. The focus of this study is on HRM actors, MBA-alumni HRM practitioners. This explores and investigates how and what kind of capital resource exchange exists in which the actors can engage to obtain the dominant form of capital resources and subsequent social position which influence their implementation. Employing tenets of grounded theory, the qualitative data analysis examined the mechanism through which HRM actors develop and exchange capital resources in their professional and social lives. This is taken as a tool for analyzing how they obtain their desired social position, how they deal with the difference between what they are trained for through their experiences and trainings (structure), and what they can implement in practice by virtue of their current organizational and social role. Keywords HRM Adoption, Capital Resource Exchange Mechanism, MBA-Alumni Practitioners. HRM in Pakistan.

Happiness Index for Human Resource Management Practitioners Associated with the Professional Body

The study explored the perceptions of human resource management (HRM) practitioners in South Africa, using the following happiness dimensions: positive emotions, job-related wellbeing, affective commitment, employee engagement and distributive justice. The research approach was quantitative, and the research design was descriptive and longitudinal (i.e. over a two-year period). The convenience sampling technique was used to select participants. In 2016, the sample size was 204, and in 2017, the sample size was 76. The data were collected at the conventions hosted by the Institute of People Management (IPM). The major findings were that the majority of the participants were females, were employed on a full-time basis, had degrees, earned R40 000 and above, and were not unionized. Participants rated the positive emotions negatively, suggesting that they were disaffected with their remuneration, and they rated the job-related wellbeing, affective commitment, employee engagement and distributive justice items positively. The implication of this study for policymakers is that they must review their remuneration policy and practices. The implication for managers is that they might struggle to keep HRM practitioners effective, motivated, and having cordial relationships.

Evaluation of the Components of Psychological Capital and Organizational Citizenship Behavior among Nigerian Graduate Employees

In consideration of implications of organizational citizenship behavior, it is quite necessary for scholars and human resource management practitioners, to urgently investigate the correlates of psychological capital dimensions and the dimensions of organizational citizenship behavior. The purpose of the study was twofold. Firstly, to examines the relationship between psychological capital and organizational citizenship behavior. Secondly, to investigate the relationships between the dimensions of organizational citizenship behavior and psychological capital. The study is important, because its outcomes would help the corporate world, governments and human resource managers to avert the problem of underperformance among employees by improving psychological capital and organizational citizenship behavior. The study adopted the positivist explanatory cross-sectional (survey) research design to systematically sample opinions of 1,532 male and female graduate employees across the various sectors of the Nigerian economy, using a structured and validated questionnaire, and the Statistical Package for the Social Sciences (SPSS). The results of the statistical analysis of data showed that there was a significant positive relationship between psychological capital and organizational citizenship behavior, r = 0.588, p<0.01. The results also showed that altruism, conscientiousness and civic virtue dimensions of organizational citizenship behavior are significantly positively interrelated to hope, optimism, resilience and self-efficacy dimensions of psychological capital. The study suggested that human resource managers should develop psychological capital in employees in order to increase the level of organizational performance. Recommendations of the study could assist in training and developing effective manpower capacity towards improving the economy of the nation.

Emergency management and HRM in local governments: HR professionals as network managers

This study examines the relationship between human resource management (HRM) and emergency management (EM) within two local governments. We examine the processes and associated challenges of HRM supporting EM practitioners to develop the skills to engage with the local community. Social exchange theory provides the theoretical foundation to explore and report the qualitative data. Research findings indicate that the relationship between HRM and EM is fragmented, and there is no comprehensive understanding among HRM and EM practitioners of the entire EM process. We suggest that enhancing collaboration between HRM and EM professionals within local governments may be achieved through greater formal and informal network management. HRM professionals must invest in developing managerial practices that engage key EM stakeholders, and mobilise their knowledge and resources to frame and co‐create solutions for EM challenges.