Human Resource Management Theory Research Articles

The Influence of Leadership and Work Motivation on Employee Discipline at PT Bank XYZ in West Jakarta

This research examines the influence of leadership and work motivation on employee discipline at PT Bank XYZ in West Jakarta. Bank XYZ, as one of the leading financial institutions in Indonesia, is committed to employee development and maintaining a positive work culture. The lack of employee discipline can affect operational efficiency and customer service. Therefore, leadership and work motivation are considered crucial factors in influencing the level of employee discipline. This study utilizes data from 2020 to 2022 to analyze the relationship between these variables. The analysis results indicate that both leadership and work motivation have a positive and significant impact on employee discipline. The better the leadership and work motivation, the higher the level of employee discipline. The implication is the importance of the leader's role in setting a good example and providing motivation to employees to achieve optimal performance. This research contributes to the development of human resource management theory, particularly in the context of the banking industry. Additionally, the findings can serve as a guide for companies to improve employee performance through the optimization of leadership and work motivation.

Achieving sustainable development goals through common-good HRM: Context, approach and practice

This introduction to the special issue Achieving Sustainable Development Goals through Common-Good HRM: Context, approach and practice draws the links between the United Nations Sustainable Development Goals (SDGs), the concept of Common-Good HRM and the practice of human resource management (HRM) to extend intellectual and empirical insights into this important field. Particular attention is accorded to the collective social and environmental dimensions of SDGs and the place of HRM in contributing to the ‘common good’ within and beyond the workplace. Firms may create space and incentives for HRM to promote sustainability, or actively work to constrain meaningful action in this regard. This collection brings together a broad cross-section of articles dealing with the SDGs and HRM, identifying emerging common ground and contestation as a basis for future HRM theory building, empirical enquiry and practice.

Research on the Problems and Countermeasures of Teacher Turnover in Selected Private Higher Vocational Colleges in Sichuan, China

Private colleges and universities are an indispensable part of China's higher education, cultivating a large number of high-quality professionals for the society. After years of development, the scale and education level of China's private colleges and universities have been developed by leaps and bounds, but the problem of teacher turnover is still an important factor restricting the development. In the course of the operation of private colleges and universities, how to effectively solve the problem of teacher turnover is a problem worth thinking about. This paper takes the teachers of private higher vocational colleges selected in Sichuan, China as the research object, adopts the literature research method, the case analysis method, the investigation research method and the interview method to study the existing problems and the solutions. Based on the relevant knowledge of human resource management theory, this paper analyzes the characteristics of teacher turnover in selected private vocational colleges in Sichuan on the basis of first-hand data. On the premise of real data as support, the paper analyzes the serious impact of teacher turnover on the selected private higher vocational colleges in Sichuan, so as to clarify the urgency of studying the problem of teacher turnover; Through questionnaire survey and interview, to understand the real thoughts of teachers, so as to find the root cause of teacher turnover, and provide a basis for the formulation of strategies below; Based on all the analysis results, the paper puts forward countermeasures to solve the loss of teachers, including improving the social security system, improving the social recognition, creating a better development space for teachers, improving the teacher recruitment system, establishing a scientific salary system to stabilize the ranks of teachers, establishing a fair and scientific performance appraisal system, improving the quality of teacher training, establishing an effective incentive mechanism, and creating harmonious labor relations. Reduce the teacher expectation gap.

THE INFLUENCE OF PSYCHOLOGICAL CAPITAL AND JOB CHARACTERISTICS ON PERFORMANCE WITH ORGANIZATIONAL COMMITMENT AS MEDIATION (STUDY AT THE REGIONAL SECRETARIAT OFFICE OF SALATIGA CITY)

This research aims to investigate the influence of psychological capital and job characteristics on employee performance, with organizational commitment as a moderating variable at the Salatiga City Regional Secretariat. Organizations, especially the Regional Secretariat, have an important role in achieving regional government goals. Appropriate job design and strong psychological capital can improve employee performance, while organizational commitment is expected to moderate the relationship between psychological capital variables, job characteristics, and performance. The research results show that psychological capital, consisting of self-efficacy, optimism, hope and resilience, has a significant positive effect on employee performance. Job characteristics, including skill variety, task identity, task significance, autonomy, and job feedback, also make a positive contribution to employee performance. Organizational commitment acts as a moderating factor that strengthens the relationship between psychological capital, job characteristics, and performance. This research contributes to the understanding of the factors that influence employee performance in local government environments. Practical implications involve recommendations for increasing psychological capital, job redesign, and strengthening organizational commitment as human resource management strategies. It is hoped that these findings can become a basis for developing human resource management theory in the local government context. KEYWORDS: Psychological Capital, Job Characteristics, Organizational Commitment, Employee Performance, Local Government.

The devolution of human resource management responsibilities to line managers: a multi-level analysis of contextual influences

Patterns of devolution of human resource management responsibilities to line managers vary significantly, giving rise to the important question of what accounts for such variability in the assignment of these responsibilities. Building on theoretical insights from both contextual strategic human resource management and structural contingency theory, we conceptualise the combined role of both proximal and distal factors in the form of institutional, competitive, and heritage-based mechanisms in accounting for variations in devolution. Then, employing data from 5918 organisations across 35 countries, we test our ideas using multi-level modelling. We find that competitive and heritage mechanisms, as more proximal influences, offer explanatory power, while the more distal institutional factors included in our analysis do not reach significance. Our work underscores the importance of theorizing the role of multiple, co-occurring proximal and distal multi-level influences when seeking to unearth commonalities and differences in the uptake of devolution in different contexts. This study also complements the predominant managerialist view on the assignment of human resource management responsibilities to line managers commonplace in the literature.

Assessing the Complex Interplay of China’s Fertility Policy Adjustments and Female Employment Dynamics: An In-depth Analysis of the Digitalized HRM Landscape in the Age of AI and Big Data

The fertility policy adjustments are occurring against a backdrop of rapid technological advancement, characterized by the integration of big data analytics and artificial intelligence (AI) into human resource management (HRM) practices. In the banking sector, as in many other industries, the adoption of these technologies has become increasingly pervasive. This study explores the intricate relationship between fertility policy adjustments, the integration of big data and AI in HRM practices, and employee satisfaction within China's banking sector. In response to evolving demographic and technological landscapes, the research aims to uncover how fertility policy adjustments influence female employment dynamics, the adoption of big data and AI in HRM, and ultimately, employee satisfaction. Utilizing a quantitative research design, structured surveys were administered to female bank employees. The resulting data were rigorously analyzed using the Statistical Package for the Social Sciences (SPSS). The study underscores the practical significance of optimizing HR technologies, particularly big data analytics and AI, for enhancing both HR functions and employee satisfaction. It also emphasizes the importance of data-driven HR practices and predictive employee retention strategies as crucial tools in creating responsive and supportive work environments. Additionally, this research contributes to HRM theory by recognizing the pivotal role that technology integration plays in shaping modern HR strategies and organizational success. While acknowledging its limitations, this study lays the foundation for future research, including studies that are longitudinal, comparative, and qualitative studies, to offer a more comprehensive understanding of the complex dynamics in the contemporary workplace.

Innovation and Exploration of Human Resource Management in Pharmaceutical Enterprises of the 21st Century

Purpose - The 21st century marks an era of rapid advancements in digitization, informatization and globalization. Amidst a fast-evolving market economy, the lag in Human Resource Management (HRM) within pharmaceutical companies significantly hampers corporate growth. The primary objective of this paper is to explore the issue of HRM lag.
 Design/Methodology/Approach - Grounded in corporate management theory, this paper conducts a literature review coupled with HRM theory, taking a particular pharmaceutical company as a case study. It identifies six major issues present in pharmaceutical HRM: unclear functional positioning of the HRM department, insufficient staffing in the HR department, be short of effective talent cultivation mechanisms, incomplete salary management system, outdated performance incentive policies, and absence of modern information technology platform support. Therefore, six recommendations are proposed.
 Findings - Engaging professional HRM consultants for HR transformation, redefining the HR department’s functions, enhancing the professionalism of HR practitioners, establishing competitive salary and incentive mechanisms, advancing the application of modern information technology, and developing modern talent management models are innovations that can significantly bolster the comprehensive management capability of the enterprise.
 Research Implications - This study contributes to elevating the strategic positioning and management capability of the HR department, playing a pivotal role in shaping a high-value talent empowerment platform. It also provides a foundation for subsequent research by other scholars in this field.

Human Resource Management Challenges In The Tourism Industry In Iraq

As Iraq aims to develop its tourism industry to support economic growth following the conflict, a key question arises regarding the workforce needed to enable sustainable sector expansion. This paper explores the unique human resource management (HRM) challenges tourism companies face in this fledgling context through a qualitative study. Semi-structured interviews with eight HR executives from major hospitality firms revealed four major problem themes: recruiting skilled talent, excessive turnover, safety and well-being risks, and inadequate training infrastructure. The findings align with strategic HRM theory in that shortfalls in acquiring, motivating, protecting, and developing human capital obstruct the achievement of organizational growth, productivity, service quality, and continuity goals. Practical implications point to increasing public and private investments in formal tourism education, safety standards, and company-level development programs as priority actions to remedy crippling HRM constraints for the emerging Iraqi tourism sector. The paper spotlights an underexplored yet critically important HRM context, providing empirical insights to inform policies and practices that can unlock the sector's potential.

Analisis Manajemen Mutu Sekolah Islam (Standar Kepegawaian dalam SOP SDIT Al-Uswah Surabaya)

Many public elementary schools in Indonesia in the 2023 PPDB will not receive any students at all. Meanwhile, SDIT Al Uswah Surabaya is different, this school is one of the Islamic schools in Surabaya which always gets quite a lot of students every year. Quality is one of the factors that makes a school attractive. One quality is the suitability of a condition to the standards used, including the suitability of the human resource standards held by SDIT Al Uswah Surabaya. This research aims to analyze the Standard Operating Procedure (SOP) for staffing standards at SDIT Al Uswah Surabaya along with its advantages and disadvantages. This research uses a qualitative approach. This research uses secondary data. Data were analyzed using human resource management theory according to Schermerhorn. The results of this research show that the SOP for staffing standards at SDIT Al Uswah Surabaya consists of 25 SOPs. The quality workforce search function consists of one SOP, the quality workforce development function consists of five SOPs, and workforce maintenance consists of twenty SOPs, and there are two SOP that can be grouped into two human resource management functions at once. The advantage of the SDIT Al Uswah Surabaya SOP is that it is prepared simply so that it is easy to understand and implement. The weakness of the SDIT Al Uswah Surabaya SOP is that there is inequality in making SOPs, namely that the maintenance SOP has more SOPs than the SOP for workforce search and development.

The mediating role of innovation in the relationship between high-performance human resource management practices and firm performance

The study aims to evaluate the impacts of high-performance human resource management practices on firm performance through the mediating variable of innovation. The research model was developed and integrated from high-performance human resource management theory, innovation, and firm performance. The analysis results from 312 enterprises in industrial and service sectors indicated that high–performance human resource management practices had an indirect impact on firm performance and a direct effect on innovation. Furthermore, innovation plays a mediating role in the relationship between high-performance human resource management practices and firm performance. In addition, organizational size is also a characteristic variable that impacts firm performance. Finally, the study provides some theoretical and practical implications for managers to improve enterprises' human resource management systems.

Bir Organize Sanayi Bölgesi Üzerine Ampirik Bir Çalışma: Yeşil İnsan Kaynakları Yönetimi ve Çevresel Performans Arasındaki Bağlantıda Yeşil Ses Davranışının Aracılık İşlevinin İncelenmesi

The aim of this study is to find the mediating role of green voice behavior (GVB) in the relationship between green human resource management (GHRM) and environmental performance (EP). In order to achieve the stated purpose, the study was conducted in Aydın organized industrial zone which encompasses 45 enterprieses. Data were collected by questionnaire method. And structural equation model (SEM) used in this study. 517 men and 180 women answered the questionnarie and a total of 697 questionnaires were returned. And nearly the half of this questionnaires (348) answered by food products manufacturing companies. The analyses in the study were conducted with SPSS 26 and AMOS programs. The result of the study shows that green promotive behavior (GPromVB or PROM) and green prohibitive behavior (GProhVB or PROH) has a partially mediator effect in the relationship between GHRM and EP. And GHRM has a significant effect on EP. Given the interdisciplinary nature of the study, it contributes to the integration of environmental management and Human Resource Management (HRM) theories and more holistic understanding of how organizations can effectively manage their environmental initiatives through GHRM. Based on the findings of the study, it contributes to the generalizability and external validity of GHRM principles. Furthermore, this study demonstrates that the mediating role of GVB is consistent across different organizational contexts and provides a valuable theoretical foundation for practitioners in various sectors. These results have implications for understandings about mediating role of GVB.

Can human capital be transferred efficiently? Evidence from the F&B companies

PurposeThe purpose of this paper is to investigate publicly traded restaurant companies and food & beverage companies from 2014 to 2019 in Taiwan to explore their human capital efficiency.Design/methodology/approachAccording to the theoretical framework of human capital in micro and macro perspectives, the empirical model is built with two stages; the first stage is to examine the perspective of micro-level human capital theory through determining whether knowledge ability and working experience (proxies for micro-level human capital) can efficiently convert to employee-level output such as salary. The second stage is to test macro-level human capital theory through checking whether company inputs such as salary expenses and benefits expenditures can be efficiently transferred into enterprise annual revenues.FindingsThe results of this research reveal that the average efficiency score of stage 1 is 73.6% while that of stage 2 is 75.1%; this indicates that micro-level human capital has more room to improve than macro-level human capital. Meanwhile, the findings also demonstrate that there is negative relationship between efficiency score from stage 1 and turnover rate; this implies that companies with higher micro-human capital have lower turnover rates. Furthermore, there is significantly positive relationship between a company's efficiency score from stage 2 and its return on equity (ROE).Originality/valueThis study contributes to both academia and industry. From a theoretical perspective, the theory of strategic human resources management is applied through the methodology of production theory to examine human capital management efficiency in the restaurant and food and beverage industry. From a practical perspective, this study identifies the factors that assist the restaurant or food and beverage industry retain employees and gain a solid workforce, because manpower is the core resource for an industry and a country to grow sustainably.

Eksistensi Konflik Di Dalam Organisasi

Conflict within the organization can affect individuals within the organization. Conflicts that are not handled properly can hinder organizational communication and hinder the creation of cooperation between individuals within the organization. This study aims to determine the effect of conflict on individuals in organizations. This study uses qualitative research methods with literature study techniques by collecting data from various sources such as books, journals, and references. This study aims to know and understand how conflict affects an individual in an organization. The results of the research show that this can affect individuals within an organization so it can affect the performance of each individual. This research is expected to contribute to the development of theory and practice of human resource management in organizations.

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.

A Study on the Management of Staff Remuneration in Wuhan Wanda Realm Hotel before and after the Epidemic

In modern human resources management theory, compensation management is the most important and difficult module: the design of the compensation system and its conformity to the needs of the company's development strategy are the most crucial. Its strategy to meet the needs of employees is simultaneously confronted with a complex external environment. Compensation strategies must also be adapted to maintain the effectiveness of the compensation system. This is a central issue facing hotel operators. This paper takes Wuhan Wanda Realm Hotel as the subject of this study and analyses its compensation structure, pay allocation, performance bonuses, benefits package and employee satisfaction. By comparing industry data, we can understand how Wanda Realm Hotel is operating in the face of the epidemic. To understand how to adjust the remuneration strategy, this study explores the problems in the existing remuneration system, applying theories such as two-factor and profit-sharing, through forwarding specific suggestions on salary differentiation, positions grading standard and salary incentive, this research intends to improve the overall salary incentive system of the Wanda Realm Hotel.

Implementation of Human Resource Management in Increasing School Effectiveness at SMPIT Al Hijrah 2 Deli Serdang

This study aims to deepen and analyze the implementation and effectiveness of human resource management in the context of educational institutions in schools. This study uses a qualitative method with a descriptive approach. The data collection techniques used in this study are interviews and documentation. The validity of this research is also obtained through the source triangulation technique, which compares the information obtained by the author with the theory used. Informants in this study consisted of school principals, administrative heads, and teachers. Data analysis is carried out through data reduction, data presentation, and conclusion drawing. The results of the study show that the implementation of human resource management at SMPIT Al Hijrah 2 Deli Serdang has been carried out well, with a focus on four aspects; recruitment, training, compensation, and termination. The four main aspects studied by the author are in line with Schuler's theory and the opinions of the three informants studied. The results of this study are expected to contribute to the development of human resource management theory and practice, and provide useful guidance for educational institutions in improving the quality and effectiveness of human resource management.

Strategic Human Resource Management (SHRM) Concepts and Models for Virtual Organization Management: A Literature Review

Virtual groups have been defined to be an assemblage of persons that are physically or administratively separated but work together concurrently and cooperatively on job procedures through correspondences as well as information technology for achieving definite objectives. Managing a virtual remote workgroup is difficult and requires additional competences when compared to traditional management. Many managers are not capable of remote working or trained for such work situations leading to challenges associated with fulfilment of responsibilities. There is a need for managers to acquire fresh skill set. Understanding the unique social aspects and computer mediated technicalities encompassing management of virtual workforces will enhance organisational productivity likewise create an efficient human resource management (HRM) structure that can enhance attainments. This article is an integrative review of literatures aimed at expanding human resources management scope. In-depth investigations of human resource management literatures, research and theories and their application as well as study of applicable models and theoretical frameworks which can be used to comprehend the peculiar nature of virtual organizations was extensively explored. Findings recognized crucial tasks likewise opportunities emanating from contemporary situations that warrant virtual, remote working and suggestions were proffered that managerial staff and human resource executives can utilize for imminent circumstances that might require innovative work techniques for enhanced organizational performance. Pragmatic indications credibly prove that implementing strategic human resource management (SHRM) processes and strategies in virtual organizations adds value to organisational performances with reference to improved efficiency, greater viability, and reduced staff turnover level. Keywords: Strategic Human Resource Management, Virtual Organizations.

THEORETICAL ASPECTS OF STRATEGIC PERSONNEL MANAGEMENT RESEARCH

With the rapid economic development and increasingly fierce social competition, the accelerated development of global digitalization, the current enterprises are characterized by the development of informatization, and the role and impact of human resource management on enterprise performance are becoming more and more prominent. Enterprises are people-oriented, and on the basis of this concept, enterprises gradually explore a human resource management system suitable for enterprises. In the face of the current environment and the task of high-quality development of the country, traditional personnel management can no longer meet the needs of enterprise development, human resource management has gradually been upgraded to the level of strategic planning, and more and more enterprises realize the importance of strategic human resource management. In the face of many challenges, enterprises should be based on the industry, start from the aspect of talent management, stimulate the motivation of internal talents, and continuously improve the autonomy and creativity of internal talents in all aspects of work. Talent management is not only the basic condition for the normal operation of enterprises, but also the focus of whether enterprises can develop smoothly, and the conditions for the continuous improvement of economic benefits of enterprises. If enterprises want to make strategic results, they must establish the connection between human resources and enterprises at the strategic level, and sort out and formulate human resources work plans from corporate strategies. Human resource management has always occupied a very important position in enterprise management, and strategic human resource management is more suitable for the development of enterprises in the current economic and competitive environment. Based on the theory of strategic human resource management, this paper analyzes Huawei's concepts and tools for building a strategic human resources system based on its theoretical concepts, core contents, and importance in enterprises, in order to provide some experience and enlightenment for other enterprises.

Effect of Customer Misbehavior, Personal Tradition, and Social Support On Frontline Employees' Turnover Intention

Increasingly fierce market competition has put forward higher requirements for the service quality of frontline employees. At the same time, the misbehavior of some customers has negative effects on frontline employees. Therefore, this study focused on the mechanism between customer misbehavior and frontline employees' turnover intention, and used Mplus 8.0 and HLM 6.08 to analyze data from 318 questionnaires. We found the following results: Customer misbehavior was positively related to employees' turnover intention, personal tradition was negatively related to employees' turnover intention, personal tradition played a moderating role in the relationship between customer misbehavior and employees' turnover intention, social support was negatively related to employees' turnover intention, and social support played a moderating role in the relationship between customer misbehavior and employees' turnover intention. Our conclusions enrich human resource management theory and provide reference for service-oriented enterprises tmprove the stability of frontline employees.

Maximizing team development for open innovation in digital product development: the role of collaborative HRM and relational leadership

PurposeThe purpose of the study was to maximize team members' collaboration and develop relationships in a newly formed team to engage with internal and external partners to achieve open innovation (OI) in product development. The authors examine the role of collaborative human resource management (HRM) and relational leadership (RL) in this process.Design/methodology/approachThe study took a two-stage qualitative methodological approach to examine relational leadership as it emerges in a newly formed cross-functional team at a large German fashion house. In stage one, 10 interviews were conducted with members of the new project team over three months and in stage two six external knowledge exchange partners were interviewed.FindingsCollaborative HRM promotes greater social exchange, trust and commitment of team members internal and external to the organization to support the emergence of RL, which is critical for OI. The authors found that collaborative HRM practices such as team-based recruitment, team-based training, team-based performance management with rewards systems and job design support the emergence of RL. Moreover, RL practices such as congruence and commitment towards team goals subsequently promoted the development of knowledge sourcing and sharing (KSS) to support OI.Originality/valueThe study is the first to demonstrate how collaborative HRM enables RL practices to help newly formed teams overcome challenges with achieving KSS to successfully engage with internal and external partners for OI. The authors contribute to HRM theory development of the relationship between HRM and OI by conceptualizing the OI process as a social construction through collaborative HRM and relational leadership.