Human Resource Management Service Research Articles

From Motivation to Action: The Role of Green Human Resource Management and Public Service Motivation in Promoting a Circular Economy in Cambodia

From Motivation to Action: The Role of Green Human Resource Management and Public Service Motivation in Promoting a Circular Economy in Cambodia

Assessing Information Technology in Hospitals in Tehran: Challenges and Opportunities for Performance Improvement

Purpose: This research aimed to investigate the maturity level of information technology (IT) within hospitals in Tehran. Method: The study was applied in purpose and survey-based in method. The statistical population comprised 27 experts in urban management and IT within hospitals in Tehran. A revised standard questionnaire, based on Gartner’s IT management process maturity model, was used to measure IT maturity. Data analysis was performed using SPSS software (version 23). Findings: The study revealed that several aspects of IT maturity within hospitals in Tehran were generally favorable. Specifically, leadership and IT management activities, customer-oriented service, control and evaluation, configuration and asset management, security management, change management, service level management, accessible management, service and support documentation, capacity management, and strategic trends were positively evaluated. However, operations management, human resource management, supplier management, and certain IT service management components were found to be below the average level of 3. Conclusion: Overall, the research indicates that the IT maturity level in hospitals in Tehran is largely favorable. Nevertheless, improvements are needed in specific areas, such as operations management and human resource management, to enhance the effectiveness and efficiency of IT operations.

Factors Influencing the Intention to Use Human Resource Information Systems Among Employees of SMEs in Iraq

Introduction:In light of technological development and digital transformation, today's Small and Medium-Sized Enterprises (SMEs) rely heavily on their ability to use technology to succeed. Employees' acceptance or rejection of modern technology and the factors affecting it are crucial topics for SMEs. Methods:This study investigates the moderating roles of Technology Readiness (TR), Experience (EX), Trust, and Voluntariness of Use (VU) on the relationship between Effort Expectancy (EE), Performance Expectancy (PE), Social Influence (SI), Task-Technology Fit (TTF), Facilitating Condition (FC), and the Intention to Use (ITO) Human Resources Information Systems (HRIS) among employees of SMEs in Iraq. Data from 304 employees of Iraqi SMEs will be collected. Statistical analysis will be performed using SPSS and Partial Least Squares (PLS). Results:This research provides insight into the reasons behind employees' resistance to adopting HRIS, supporting the organization's policy of developing employee skills and training them in information technology systems. Discussion:Additionally, evaluating the acceptance of information technology systems can develop the framework for technical services in companies, including human resource units. Furthermore, defining the model's architecture will update stakeholder knowledge and enhance human resource management services in Iraq

Pengaruh manajemen sumber daya manusia ramah lingkungan terhadap perilaku green service dengan tanggung jawab sosial perusahaan sebagai pemediasi

Many companies are implementing Green Human Resource Management (GHRM) and Green Service Behavior to support sustainable development and meet customer expectations. By investigating how GHRM initiatives influence employees' engagement in environmentally friendly service behaviors and the mediating role of CSR, this research contributes to understanding how organizations can promote sustainability and meet stakeholder expectations. However, there needs to be more research in this area. This study aims to investigate the impact of GHRM on green service behavior (GSB) and explore the role of Corporate Social Responsibility (CSR) as a mediator of GHRM on GSB. The study involved 108 respondents from PT. BIMA and data were analyzed using Structural Equation Modeling (SEM) with the SmartPLS 3.0 application. The results show that GHRM can positively influence GSB, and CSR mediates this relationship.

Peran Green Human Resource Management Terhadap Green Service Behavior Dengan Green Psychological Climate Sebagai Pemediasi

Background- Recently, societies are more concerned about green service behavior and green management for supporting sustainable development. Less research in Indonesia focused on that area even though the government has pushed company to implement eco-management for delivering service. This study aims to examine the effect of Green Human Resource Management on green service and to know farther the role of Green Psychological Climate as the mediator of Green Human Resource Management on Green Service (intra role and extra-role Green Service). Aim- This study aims to examine the effect of Green Human Resource Management on green service behavior (Extra role Green Service Behavior and Intra role Green Service Behavior) and the role of Green Psychological Climate as the mediator on that relationship. Methodology- This research was conducted at PT PELNI Surabaya Branch by using quantitative methods. The research involved 200 employees and ata was analyzed by using SmartPLS. Findings- Green Human Resource Management directly affects Intra role Green Service Behavior, but not effect directly on Extra role Green Service Behavior. Green Psychological Climate has a significant effect on Intra role Green Service Behavior and Extra role Green Service Behavior and as a mediator the relationship between Green Human Resource Management on Intra role Green Service Behavior and Extra role Green Service Behavior. Conclusion- Green Human Resource Management has an important role for enhanching psychological climate and Intra role Green Service Behavior. Green Psychological Climate as mediator between Green Human Resource Management and green service behavior. Research Implication- Company should implement Green Human Resource Management properly and develop psychological climate for boosting Green Service Behavior. Limitations- This study only involved workers at PT PELNI Surabaya Branch so that future researchers should conduct similar research in a wider area for more comprehensive results. Keyword: Green Human Resources Management, Green Psychological Climate, Extra role Green Service Behavior, Intra role Green Service Behavior

Navigating success: Human resource management and customer service in Chinese K12 shadow education companies

K12 private tutoring (shadow education) supplementing mainstream education is popular in China. K12 shadow education companies aiming to succeed in both private business and public school competitions need to figure out what factors affect their success. Most studies about Chinese K12 shadow education focused on the development and status from the perspective of education and society. This paper uses quantitative and qualitative methods to collect and analyze data from questionnaires and in-depth interviews. The data from in-depth interviews support and supplement the data from questionnaires. From the management viewpoint, this paper provides a new model for K12 shadow education companies. It comes up with the idea that human resource management and customer service are the critical factors for 12 shadow education companies to succeed. This study provides meaningful references for the more rational development of K12 education companies in an ever-changing social environment.

Human resource management and community health services outcome - unravelling relationships in public healthcare organizations

Introduction/Objective. Human resource management and related practices represent a broad research arena in the context of healthcare organizations. Adapting human resource management practices to current labor market conditions and achieving organizational goals in the domain of satisfactory health service quality represent significant current challenges and research gap. The aim of the study is to examine the relationship between human resource management practices and health service outcomes of public healthcare organizations. Methods. The research was designed as a cross-sectional study. A structured questionnaire was used as an instrument to collect primary data. The sample consists of 257 healthcare workers employed in healthcare organizations in the public sector. To assess the statistical significance of relationships in the research model, the method of PLS-SEM is used. Results. Our study revealed the competitive salary is negatively related to community health service results (CHSR) (? = -0.177, p < 0.05) of public healthcare organizations. Study results noted that employment security is positively related to CHSR (? = 0.296, p < 0.001), as well as to training and development (? = 0.359, p < 0.001). Conclusion. The results of the study noted theoretical implications through the contribution of human capital theory and resource-based theory of the firm. The identification of human resource practices that positively contribute to health services outcomes provides clear practical implications for managers of public health organizations.

The Phenomenon of Disruption in Human Resource Management: A Systematic Literature Review

Disruptions in human resource management (HRM) include changes in the way companies recruit, manage, retain, and develop their employees. In the ever-evolving digital era, technologies such as artificial intelligence, data analytics, and automation have become key drivers of this change. In addition, shifts in employee preferences and expectations also affect HRM practices. This study aimed to conduct a systematic review to explore the phenomenon of disruption in human resource management. The literature search process was carried out on various databases (PubMed, Web of Sciences, and Google Scholar) regarding the analysis of the disruption phenomenon in human resources management. This study follows the preferred reporting items for systematic reviews and meta-analysis (PRISMA) recommendations. Disruption in human resource management is a necessity. The phenomenon of disruption has changed aspects of human resource management related to the use of technology, digitalization of human resource management services, orientation towards employee satisfaction, and the adoption of a collaborative and inclusive culture in organizational leadership.

The Effect of Sustainable Human Resource Management Practices on Customer Satisfaction, Service Quality, and Institutional Performance in Hotel Businesses

The purpose of the current research seeks to explore the influence of sustainable Human Resource Management (HRM) practices on customer satisfaction, service quality, and institutional performance in inner-city hotel businesses. The information was gathered by studying Cypriot inner-city hotels. A quantitative method was used to gather data from HRM managers, staff, and patrons at every inner-city hotel under study. The questionnaires were specifically employed by the researchers. Based on the findings of this study, human resource management techniques have a substantial effect on customer satisfaction. The most important relationship was discovered between customer satisfaction and institutional performance, which is an important result. This finding has tremendous importance since it is the first time that it has been demonstrated in a study pertaining to the inner-city hotel business. Customer satisfaction is influenced by both HRM and service quality practices. Ultimately, this research supports the close association between HRM practices and hotel performance. Both human resource management methods and service quality practices have shown their impact on client happiness. Lastly, the research provides evidence for the close relationship between hotel performance and HRM practices.

The Effect of Human Resource Management on Performance of Employees with Mediating Effect of Work-Life Balance in Nigeria

This paper examined the effect of human resource management on the performance of public sector organizations with the mediating effect of the work-life balance of the Nigerian Federal Inland Revenue (FIRS). The specific objectives of the study were to ascertain the practices of Human Resource Management (HRM) regarding work-life balance and to examine the level of effectiveness of Human Resource Management of FIRS regarding work-life balance. The study also investigated the challenges of work-life balance faced by Human Resource Management in FIRS and suggested probable measures to improve the HRM system at FIRS. The study was hinged on the Easton System theory of 1979. The study adopted a quantitative survey with data collected from one hundred and thirty-two (132) respondents from the Federal Inland Revenue Service, Kaduna state, Nigeria. Findings from the study reveal that there is an average level of practices of HRM regarding work-life balance in FIRS. Further, the findings revealed that the level of effectiveness of Human Resource Management of FIRS regarding work-life balance is poor. It also revealed that challenges include employers’ difficult policies and practices, lack of duty control, unsupportive employee relationships, inadequate human resources, increasingwork–life pressures, and high-stress levels. The study, therefore, recommends that the organization employs strategies that will boost staff morale, motivate workers, reduce absenteeism, and improve organizational productivity. This can be done through an efficiently managed work-life balance among employees at FIRS. Keywords: Human Resource Management, Performance, Public Sector, Work-life Balance, and Nigerian Federal Inland Revenue Service.

Relationships between human resource management practices, employee satisfaction, service quality, and employee service behavior in the hotel industry

The hotel industry is critical in developing the economy. Moreover, it is the largest and most rapidly growing industry in Jordan. Employee satisfaction is a crucial element for the success of any organization, particularly in the hotel industry. Therefore, this study aims to examine the influence of human resource management (HRM) practices since these constructs could influence different outcomes at the workplace, such as employee satisfaction, service quality, and employee service behavior in the hotel industry. The study has undertaken five primary HRM practices – recruitment, capability, compensation, performance appraisal, and training and development (T&D) – to measure their impact on employee satisfaction, service quality, and employee service behavior. Data were collected from 290 employees and 290 customers of Jordan’s hotels across all categories in the four main tourist attractions: Amman, Petra, Aqaba, and the Dead Sea. A quantitative approach was employed using various statistical tools such as mean, tabulation of data, correlation, and ANOVA by SPSS software. The results indicated that HRM practices positively affect service quality, employee service behavior, and employee satisfaction. It was also found that when employees in Jordan’s hotel industry demonstrate excellent service behavior, the customer perceptions of service quality increase. Finally, effective human resource management strategy systematically organizes all individual human resource management measures to directly influence employee satisfaction, service behavior, and service quality in a way that leads hotels to achieve organizational success.

THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP STYLE AND EMPLOYEE LOYALTY ON EMPLOYEE PERFORMANCE PT. SMART TALENTA MULTITAMA

The purpose of this study was to examine the effects of employee loyalty on employee performance as well as the influence of transformational leadership style and employee loyalty on employee performance. At PT Smart Talenta Multitama is a partner organization that provides training, organizational development, legal advice, and human resource management services, a total of 45 employees participated in this quantitative study, all the employees served as respondents, and used of multiple regression in data analysis. According to the regression coefficient value of 0.234 obtained from the results, states that transformational leadership style had a positive and significant impact on employee performance. Employee loyalty also demonstrated a positive and significant impact on employee performance with a regression coefficient value of 0.699, and these results indicate that both transformational leadership style and employee loyalty have an impact on employees' performance.

ВЗАИМОСВЯЗЬ КАТЕГОРИЙ: ЧЕЛОВЕЧЕСКИЕ РЕСУРСЫ, ЧЕЛОВЕЧЕСКИЙ КАПИТАЛ, ЧЕЛОВЕЧЕСКИЙ ПОТЕНЦИАЛ

The development of a modern digital society is inextricably linked with such single-order categories as human resources, human capital, and human potential. The article clarifies the interrela-tionships of the above categories, which makes it possible to identify the area of the highest research pri-ority in modern conditions. The methodological basis of the research consists of the theories of human resources, human capital, human potential, and labor economics. To achieve the goals and objectives of the research, general scientific and private scientific methods were used, which include: deduction, in-duction, synthesis, analysis, dichotomy and modeling. The results of the study make it possible to clarify the interrelationships of management categories, which helps to reduce semantic barriers in the scientific and business communities, and also allows us to determine the category of the highest research priority in modern society, that is, the human resources. The obtained results can be applied by specialists of human resource management services in order to concretize the policy in the field of human resource management, as well as by researchers and students in the field of improving the conceptual apparatus of managerial thought.

Disruptive technologies for human resource management: a conceptual framework development and research agenda

PurposeDisruptive technologies for human resource management (HRM) lack evidence about synthesizing its antecedents and outcomes in the empirical research landscape. This review study was conducted addressing two objectives: (1) to identify the themes of HRM technology empirically researched and (2) to develop a conceptual framework for the antecedents and outcomes of disruptive technologies for HRM.Design/methodology/approachThis article was positioned as a literature review based on the systematic literature review (SLR) methodology. Seventeen articles published between 2000 and 2020 were included for the review from Scopus and LENS.ORG databases. The article screening, inclusion and analysis and findings reporting were based on the preferred reporting items for systematic reviews and meta-analyses (PRISMA).FindingsIn addressing the first objective, the review found that the electronic human resource management (E-HRM) intention and communication technology support impact E-HRM adoption, resulting in many outcomes. The outcomes include HRM service quality, organizational effectiveness, employee productivity and competitive advantage. In addressing the study's second objective, a conceptual framework was developed based on the gaps identified regarding the determinants and positive outcomes of disruptive technologies for HRM. Thus, the conceptual framework was presented from two perspectives. The perspectives were deduced with review results and theoretical grounds.Research limitations/implicationsThe findings related to the two objectives provide theoretical and practical implications. One significant practical implication is that action and work-based learning of managers and employees in organizations may suggest adopting disruptive technologies for HRM. Thus future studies can focus on them as determinants of adopting disruptive technologies for HRM to conduct empirical tests. Besides, the findings provide some other future research directions.Originality/valueThe study found empirically proven determinants of E-HRM intention and communication technology support impact E-HRM adoption, which results in many positive outcomes. These were synthesized based on the studies conducted during the period 2000–2020. This synthesis and theoretical grounding deduced a conceptual framework for determinants and outcomes of disruptive technologies for HRM.

Green Human Resource Management and Green Service Behaviour in Organisations: Examining Underlying Mechanism

This study aims to examine perceived green human resource management (GHRM) influence on perceived in-role and extra-role green service behaviour. Specifically, drawing upon social identity theory, authors tested how green commitment mediates the relationship between GHRM and employees’ green behaviour. The study employed cross-sectional research design in a non-contrived setting for data collection from 203 responses of banking sector employees in Afghanistan. Partial least squares structural equation modelling is applied by using SmartPLS 3 software. The empirical results confirmed that green commitment mediates the relationship between GHRM and employees’ in-role and extra-role green service behaviour. This study explores green commitment as novel mechanisms through which GHRM practices influence employees’ in-role and extra-role green behaviour in organisations.

Data driven human resource management in the Fourth Industrial Revolution (4IR)

Background: The Fourth Industrial Revolution (4IR) has brought with it opportunities to improve government services. Amongst the services that have benefited from the 4IR is policy-making and organisational design. However, recent studies have indicated that the 4IR and big data can improve public resources, especially human resources (HR) for instance in managing employee performance, promotions, retention and talent management by using data analytical tools to improve service delivery.Aim: To analyse how big data can be used to optimise public service human resource management (HRM).Setting: The South African Public Service.Methods: This study is based on a theoretical and conceptual analysis in order to explore the complex nature of HR data analytics for the South Africa Public Service. This will be supported through a literature review in order to draw rich information to support the underlining assumptions and implications of the concepts under this study.Results: The literature indicates that big data usage within the South African Public Service is limited. Moreover, this article found that it is important for HR specialists to use forecasting and data applications to anticipate where the supply and demand for skills would be needed in order to capacitate and improve service delivery.Conclusion: It was concluded that big data is primarily used in the private sector with the public sector latching onto its utility in countries such as Australia, New Zealand and South Korea. The opportunity is ripe for the South African Public Service to investigate the use of big data to improve public services.

The Impact of Electronic Human Resource Management (E-HRM) Practices on Human Resource Management Service Quality (HRMSQ): “An Applied Study on the Fast-Moving Consumer Goods Sector (FMCG) in Multinational Companies in Egypt”

The purpose of this research is to examine the impact of electronic human resources management practices (E-HRM) across the dimensions represented in the (E-Recruitment, E-Selection, E-Training, E-Performance appraisal, E-Communication, and E-Compensation) on Human Resources Management Service Quality (HRMSQ) across the dimensions represented in (HR Strategic services, HR Supportive services, HR Executive (Administrative) services, and HR Change-related services). This research was conducted in the Fast-Moving Consumer Goods (FMCG) sector in the multinational companies in Egypt represented by all users of the E-HRM system at PepsiCo Egypt. Informal face-to-face structure interviews were first conducted in one of the companies of the FMCG sector that implement the E-HRM system. The research used questionnaire forms that consisted of 53 items and was distributed to 323 PepsiCo employees in Egypt who use the company E-HRM system. Descriptive analyses were then conducted to examine the correlation coefficients between variables of the research and testing hypotheses. The results revealed that there is a statistically significant impact of the dimensions of E-HRM practices on HRMSQ cross the dimensions represented in (HR Strategic services, HR Supportive services, HR Executive (Administrative) services, and HR Change-related services). It was also determined that there is a difference in employee’s perception towards the E-HRM Practices variable according to the demographic variables (age, educational qualifications, years of experiences, and job title). Finally, it revealed that there is a difference in employees’ perception towards the HRMSQ variable according to the demographic variables (age, educational qualifications, years of experiences, and job title).

Методы стимулирования профессиональной деятельности педагогов в зависимости от их типа личности

Encouraging employees to the most productive work and to striving to continue to engage in their activities is one of the most important tasks of human resource management services at the present time. This is especially true for the work of teachers, because the desire to transfer their knowledge, constant readiness for self – development and enthusiasm are the main keys to the implementation of an effective educational process. 
 There are several definitions of the concepts of "motivation" and "stimulation" in the theoretical part of the article, that are given by different authors and a comparison of the usage of these concepts. The main aspects of the methodology of J. Holland, used further in the article. 
 The practical part of the article presents the results of an empirical study of the personality types of teaching staff and the relationship of the types obtained with the ways to stimulate their labor activity.
 There are recommendations at the end of the article, that are given to improve the motivation of teachers by stimulating them in various ways, depending on their personality type, and also there are some conclusions.

Research on Improving the Effectiveness of Human Resource Management in Universities in Underdeveloped Areas

The current competition between colleges and universities is actually the competition between talents. At present, there are some problems in the management of talent resources in Colleges and universities in underdeveloped areas, such as the difficulty of talent introduction, the low level of talent education, and the inability to retain talents. This article explore ways to establish a new concept of human resource management, school human resource management service school strategic planning, reform the evaluation and incentive mechanism of human resources, pay attention to teachers' career management, provide multi-level teacher training, and improve the efficiency of human resource management in Colleges and universities in underdeveloped areas.

Human Resource Management Using HR Technologies in the Context of the Digitalization of the Economy

Relevance. Currently, close attention is attracted by changes in the field of human resource management in modern conditions of digitalization of the economy, analysis of its positive and negative consequences. The main directions of transformation of the labor market and forms of employment of the population are highlighted, namely: the development of innovative methods and tools in the HR-sphere; use of electronic resources for recruiting; manifestation of sectoral shifts in the structure of labor demand; the emergence and development of atypical forms of employment and the polarization of the labor market; quick update of the list of professions and skills in demand for employees; leveling the national boundaries of the labor market.The purpose is to consider modern views on the concept of effective HR activities.Objectives. Based on research data on the digitalization of HR departments in domestic companies of various levels, highlight the main trends in changes in the human resource management system in the context of the digitalization of the economy; substantiate the opinion that these changes require a response from the human resource management service in the organization and significantly modify the list of their functions.Methodology. The following methods were used: theoretical analysis of the sources of the problem under study, forecasting the situation under consideration, expert assessments.Results. On the basis of the study, the following main results were obtained: the directions of development of the functions of the personnel service of the enterprise and the principles of its work with personnel were analyzed. These trends are: transformation of the structural and organizational structure of enterprises; expanding outsourcing of personnel; development of HR analytics and personalization; increased attention to the formation of a positive HRbrand of the employer; digitalization of HR management technologies; changing the approach to corporate training; predicting future professional skills and competencies; exploring the possibility of preventive training in new areas; increasing requirements for the HR manager.Conclusions. The study made it possible to consider the impact of digitalization on the labor market and, in particular, on the field of human resource management. Particular attention is paid to the use of software products and modern information management tools in HR management. The advantages of introducing information HRtechnologies in solving social and economic problems are analyzed.