Human Resource Perspective Research Articles

Passport discrimination from the lens of critical phenomenological perspective

PurposeLittle is known about how international individuals and travelers face and experience discrimination due to their passport. The purpose of this study is to explore factors that contribute to a new form of discrimination, i.e. passport discrimination. There exists a dominant gap in the literature, both empirically and theoretically, which explores this dimension of discrimination. To better understand this central phenomenon, this study amalgamated the concepts from the theories of social identity, self-categorization and system justification.Design/methodology/approachTo delve into the essence of the participants’ lived experiences with passport discrimination, this study employed the existential-phenomenological philosophy of a qualitative research design. Data were gathered from personal interviews with 10 passport holders from different Asian countries.FindingsThe findings of this study revealed that citizens of developing and underdeveloped countries commonly experience passport discrimination in salary structure, promotions, training and hiring processes. Additionally, they face passport discrimination during visa issuance and proceedings at immigration counters.Originality/valueThis study unlocks the door for researchers to explore new dimensions of discrimination. Future studies may investigate the level of impact of passport discrimination from a human resource perspective through a positivist approach.

Financial reporting quality, industrial revolution 4.0 and social well-being among Malaysian public companies

PurposeThis study examines the relationship between financial reporting quality, Industrial Revolution 4.0 and social well-being of stakeholders among public companies in Malaysia.Design/methodology/approachThe sample of the study includes 232 firm-year observations of Malaysian publicly listed companies from 2013 to 2017. Social well-being is measured using social pillar scores from the Environmental, Social and Governance (ESG) data provided by Refinitiv. The study identified companies as an adopter of IR 4.0 based on their disclosure on the use of autonomous robots, simulation, cloud, horizontal and vertical system integration, cybersecurity, additive manufacturing, augmented reality and big data analytics in their financial reports. Financial reporting quality is measured using discretionary accruals.FindingsThis study found that financial reporting quality and IR 4.0 are related to social well-being, particularly the workforce. These results imply that companies with higher adoption of IR 4.0 are more likely to provide more information concerning job satisfaction, a healthy and safe workplace, maintaining diversity, equal and development opportunities for its workforce. Furthermore, the results show that firms with lower discretionary accruals (i.e. higher quality of financial reporting) are more likely to provide more information about social well-being. The results are robust even after addressing endogeneity issues.Research limitations/implicationsThis research contributes new insights into the role of financial reporting quality and IR 4.0 in enhancing social well-being in Malaysia. These findings offer valuable input for regulators striving to advance the United Nations' 2030 Agenda for Sustainable Development.Practical implicationsThis study carries substantial practical implications for policymakers and businesses alike. It underscores the importance of embracing IR 4.0 technologies and integrating them into strategic planning to foster social well-being. These insights can guide policymakers in shaping economic strategies and assist businesses in prioritizing financial reporting quality while engaging stakeholders to promote social well-being.Originality/valueThis is the first study to investigate the combined relationship of financial reporting quality and IR4.0 on social well-being, which provides valuable evidence in this novel domain. While previous studies have primarily explored the relationship of IR4.0 on sustainability from an environmental and human resource perspective, this study sheds light on the specific dimension of social well-being, hence promoting sustainable development goals by the United Nations in 2030.

How green cultural festivals can increase environmental performance in Islamic University?: human resource perspective

PurposeThis study aimed to examine the role of green human resource management on environmental performance at Islamic universities, with the mediating effect of green cultural festivals and the moderating role of individual green values.Design/methodology/approachThe research employed random sampling techniques by selecting a sample of 192 students from various Islamic universities in Indonesia. The participants were selected through an online survey. In addition, data analysis was done using the structural equation modelling-partial least squares (SEM-PLS) technique with the SmartPLS 3.0.FindingsImplementing green human resource management has become a crucial factor in enhancing the environmental performance of Islamic universities. Moreover, green cultural festivals function as an intermediary variable. At the same time, individual green values exhibit a moderating variable that can enhance the influence between green human resource management and environmental performance.Practical implicationsImplementing an effective green human resource management strategy enhances environmental performance. Green human resource management has assisted universities in creating a generation of graduates with a solid commitment to ecological sustainability and raised awareness of the significance of conserving the environment. As a result, this commitment equips students to become agents of change in society upon graduation. Furthermore, campuses need to integrate environmental curriculum components into all study programs, as students need to understand the significant impact of environmental stewardship from both Islamic and scientific perspectives.Originality/valueThis research provides a novel perspective on how Islamic universities are exceptionally well-equipped to create environmental awareness and values that students can practically apply post-graduation using green cultural festivals, which are regularly held. This study is the first to introduce the concept of green cultural festivals in universities utilising the basis of combining green culture with cultural festivals with the theoretical background of resource-based theory.

Optimizing Human Resource Allocation in Construction Projects: A Case Study

In construction, human resources are essential for workers to carry out tasks and work optimally from project initiation to completion. This entails having workers with the requisite skills and abilities for each job description. This research focuses on analyzing the feasibility of constructing the Iskandar Muda Military Regional Finance Office in Banda Aceh City from a human resources perspective. Findings from productivity calculations reveal a decrease in the relationship between duration and work productivity progress, rendering the current number of workers ineffective in ensuring construction feasibility from a human resources standpoint. Despite the presence of 32 workers with skills aligned with job descriptions, the research underscores the importance of optimizing labor allocation and time utilization to enhance productivity. By implementing efficient methods tailored for repetitive tasks and adjusting labor requirements throughout the project duration, this approach proves feasible and effective in achieving better overall results in constructing the Iskandar Muda Military Regional Finance Office.

HR INNOVATION IN MEDIATING ENTREPRENEURIAL MOTIVATION IN IMPROVING THE COMPETITIVE ABILITY OF PALU FRIED ONIONS MSMES

Purpose – This study aims to describe the competitive ability of MSMEs Palu Fried Onions (BGP) from the point of view of human resources, namely innovation and the influence of motivation. Research methodology – This research was conducted on 141 active BGP MSMEs in Palu and tested using quantitative methods using SEM-PLS analysis testing. Findings – The study results show that Human Resource Innovation is proven to affect the ability of the Palu Fried Onions MSMEs. Research limitations – A limitation of this study is that it focuses solely on the competitive abilities of BGP MSMEs from the perspective of human resources, specifically innovation and motivation, and does not explore other potential factors that might influence their competitiveness. Practical implications – The results of this study have the benefit of being practical considerations for driving BGP MSMEs to increase their competitiveness; besides that, the results of this study also expand the variation of the Diamond Model or the Diamond Model of production factors to be competitive. Originality/Value – Rather than focusing solely on traditional factors, this research delves into the innovative realm of human resource innovation and motivation as key drivers of competitiveness.

Exploring a framework to manage bullying in South African academia: Human resources perspective

Exploring a framework to manage bullying in South African academia: Human resources perspective

Employee Engagement And Organizational Performance: A Human Resource Perspective

Employee Engagement And Organizational Performance: A Human Resource Perspective

Analysis of the Current Situation and Problems of Technical Personnel in Material Production Enterprises

With the rapid development of high- temperature industry, our country has become the largest country in the world in the production, consumption and export of refractory products. However, the technical quality of front-line employees in refractory enterprises is generally low. Especially with the continuous upgrading of refractory production equipment, process and quality control, the problem of lack of technical and skilled personnel is becoming more and more serious. From the perspective of human resources, and in-depth investigation on the development of refractory industry and its personnel status, the current situation and problems of refractory enterprise technical personnel are analyzed. It is found that leading large enterprises are still in short supply of high-tech application-oriented technical personnel and operational personnel even though the structure of senior technical personnel is relatively reasonable, and small and medium-sized Enterprises gradually enter into a vicious circle of low wages, low technology, low labor productivity because they only focus on production, not research. In addition, vocational students working in different refractory enterprises often face a dilemma, some feeling lack of relatively complete theoretical knowledge, some wanting to improve the ability to operate and deal with faults.

Digital transformation in banking: The HR perspective on managing change and cultivating digital talent

Digital transformation in the banking industry has become imperative for staying competitive in today's fast-paced technological landscape. This review explores the human resources (HR) perspective on managing change and cultivating digital talent within the banking sector. In the era of digital disruption, banks are redefining their business models and processes to embrace the advantages of emerging technologies. The focus is not only on implementing advanced digital solutions but also on reshaping the workforce to navigate this transformative journey successfully. The role of HR in this context is pivotal, as it involves orchestrating organizational change, fostering a culture of innovation, and nurturing a pool of digital-savvy talents. Managing change is a critical aspect of digital transformation, and HR professionals play a key role in ensuring a smooth transition. This involves creating awareness, fostering a change-ready mindset, and aligning employees with the strategic objectives of digital initiatives. HR teams are instrumental in designing and implementing training programs to upskill existing staff, enabling them to adapt to the evolving digital landscape. Cultivating digital talent is another essential aspect that demands the attention of HR departments in banking institutions. Identifying, attracting, and retaining individuals with the right skill sets is crucial for building a workforce capable of driving digital innovation. HR strategies should focus on developing a talent pipeline that aligns with the organization's digital goals, encompassing not only technical expertise but also fostering a mindset of continuous learning and adaptability. This review sheds light on the HR perspective in the digital transformation journey of the banking industry. It emphasizes the importance of managing change effectively and cultivating a workforce equipped with the digital skills necessary to propel the sector into the future of finance.

To integrate or not? Understanding knowledge integration of target firm

PurposeTechnology acquisition is a common phenomenon of acquiring external knowledge, but we have a limited understanding of conditions in which the acquirer integrates the target or not. On one hand, the acquirer may have a policy to integrate the target to benefit from its prior knowledge. On the other hand, the target may face challenges in continuing its knowledge creation and the acquirer may want to provide it autonomy to not disrupt it. This paper aims to identify conditions in which targets tend to be less integrated after acquisitions, allowing them to maintain more autonomy and contribute more to knowledge creation.Design/methodology/approachWe test our arguments in the empirical setting of the global biopharmaceutical industry using a difference-in-difference approach on a longitudinal dataset of matched patents. We examine self-cites received by patents belonging to acquirers and the targets before and after the acquisitions.FindingsWe find that, on average, the targets’ prior patents do not receive more self-cites after the acquisition. We conclude that this is because their R&D activities are disrupted, suggesting a higher level of post-acquisition integration. However, more nuanced findings reveal that it may not be the case all the time. When the target has more research experience, is international or is specialized in complementary technologies, prior patents of targets continue to receive more self-cites after the acquisition. It indicates that the targets in such conditions continue knowledge creation, suggesting a lower level of post-acquisition integration.Originality/valueOur findings contribute to post-acquisition integration research. While post-acquisition integration downside is common, we present conditions in which such a downside may be less likely. We highlight that the context of an acquisition may be an important determinant of the extent of integration of the target. Moreover, we supplement the integration research (cultural, structural and human resource and leadership perspectives of integration) by adding a knowledge-based perspective to it. Such dynamics have important implications for acquirers and targets in deriving value from the acquisition.

A Scoping Review on Health Care Employees Experience with Covid-19: Insights from Human Resources Perspective

A Scoping Review on Health Care Employees Experience with Covid-19: Insights from Human Resources Perspective

Labor dynamics among food and nutrition service employees in Korean public schools

ABSTRACT This study aims to explore labor dynamics surrounding the food and nutrition service employees in Korean public schools. This job group is known to have complex power dynamics because employees with different employment statuses (regular employees v. non-regular employees) and managerial authorities perform substantially similar tasks. Based on the ground theory perspectives, labor dynamics issues were discovered through face-to-face, semi-structured interviews with employees from different job groups in Korean public schools. Qualitative data analysis revealed significant problems in various human resource functions such as job analysis, selection, performance management, and compensation. The results show that the conflicts at work are derived from unclear job descriptions and specifications, the lack of acceptance concerning the validity of selection exams, the complicated power dynamics caused by the mixture of authority and employment status, and the lack of perceived fairness in compensation. This paper proposes practical solutions to those issues to minimize employee conflict and maximize organizational effectiveness by outlining individual HR practices and emphasizing the strategic human resource perspective.

Flexible Work Arrangements in the Banking Sector of Bangladesh: A Human Resource Perspective

Whilethe developed nations are applying the flexible work arrangements (FWAs) as an alternative sustainable employee retention strategy, possibility of approaching FWAs in many developing nations, particularly in Bangladesh has remained unexplored. The study aims to investigate the Human Resource (HR) perspectives on whether FWAs are possible in banks in Bangladesh. To explore the state of current and possible potential practices of FWAs, the study conducted 9 (nine) in-depth interviews with HR managers of different categories of banks operating in Bangladesh. This study covered three patterns of bank ownership: private commercial, public commercial, and the bank regulator (central bank). The results of this study revealed that currently banks are informally using FWAs to a limited extent due to a lack of formal regulations and guidelines. The results also revealed that banks are thinking to practice FWAs-namely flex time, flex career, flex place, flex leave and job sharing in near future to match customer demand and to adapt to global banking standards. Additionally, the study disclosed thatthere is an urge to introduce standard regulations on FWAs in the banking sector. Theoretically, this study contributed by raising a new dimension of working arrangements in the banking sector ina developing country context and by underlining the importance of further research on FWAs because the implication of FWAs depends on socio-cultural context. For policy-making purpose, this study has identified the need to reform the existing regulations and to re-examine the organizational culture and human resource management practices of banks in Bangladesh to ensure a healthy work environment for work-life balance.

Supply Side Reform of Tourism in Ethnic Areas Empowers Common Wealth--Based on the Perspective of Tourism Human Resources

Abstract As part of the supply-side reform, tourism in ethnic areas is increasingly recognized as crucial for achieving shared prosperity. This paper introduces a model from the perspective of tourism human resources designed to predict the demand for such resources. The model aims to inform strategies that support supply-side reforms in tourism for ethnic areas. The GM(1,1) model is constructed with the gray algorithm model, and on the basis of the gray algorithm model, the gray prediction method is effectively combined with the BP neural network prediction method, and the prediction preferences are made according to the variance as well as the prediction method idea of the preferred combination, and the final prediction results are obtained. In the analysis of the tourism human resources profile and demand forecast in Xinjiang, the total number of tourism employment in 2022 accounts for 17.22% of the total number of jobs, and the total number of tourism students in school reaches 6,189. Only 11.66% of tourism human resources are highly educated talents with a bachelor’s degree or above, and the number of personnel with senior titles is only 8.42%, which is obviously low in high-education and high-level talents. Nearly 80% of the personnel in non-tourism-related categories are still there, and the specialization of tourism management personnel is low. The demand for tourism human resources in Xinjiang in 2027 is expected to reach 2.1179 million.

Building Execution Plan as an effective document for Building Information Modelling

The use of Building Information Modelling (BIM) technology is recently becoming an increasingly influential factor in the successful completion of construction projects. Providing a wide range of technical enhancements to the design process (for example software for 3D modelling), BIM also offers a wide range of tools for managing construction projects. The goal of Building Information Modelling is to eliminate gaps in data transmission between different stages of the life cycle of a construction project. In this context, BEP, or BIM Execution Plan, is an essential document in the BIM concept. It functions as a tool for managing a project, both from the human resources perspective, such as meeting deadlines, and from the perspective of preserving and transferring graphical and non-graphical data of the project. Furthermore, it provides a detailed plan for building design, construction, and facility management, helping to ensure that all stakeholders are in line with the project’s goals. This article examines BEP as it evolves throughout various life cycle stages, from initial design and planning to construction and final delivery, exploring its potential in facility management.

Practical benefits and lessons in adapting mobile applications to household travel surveys in developing countries

Using mobile applications for household travel surveys is becoming mainstream; however, the practical benefits and challenges in the context of developing countries are still unclear. This study comprehensively scrutinizes the benefits and challenges of adapting mobile applications to these surveys through two case studies in Santa Cruz de la Sierra, Bolivia, and Kinshasa, DR Congo. The results indicate that mobile applications could mitigate practical constraints from the social, human resource, and methodological constraint perspectives, while discussing new problems and technical considerations regarding hardware and software, resulting in the improvement of transport-planning practices in developing countries.

Private Universities Survive and Thrive: From a Leadership and Human Resource Perspective

Private higher education institutions have encountered challenges in adapting to the dynamic landscape of change, prompting them to implement diverse tactics in order to ensure their survival. This study used a library research methodology to examine the techniques employed by private institutions in response to disruptive circumstances from leadership and human resource perspective, with a focus on their ability to adapt and thrive. The data collecting process adheres to the five stages of the historical method, which include the selection of a topic and the acquisition of relevant evidence, the examination of the sources from which the evidence is derived, the assessment of the evidence itself, the analysis and interpretation of the gathered evidence, and the presentation of the evidence together with a concluding statement. A comprehensive examination of the techniques implemented by the private university has yielded a typology consisting of four primary strategies: survival, synchronising, stretching, and supremacy. The four techniques exhibit interrelation and potential overlap in some instances. Nevertheless, survival is indicative of a strategy centred around survival. The act of stretching and synchronising contributes to the enhancement of survival and the potential for growth. Additionally, the implementation of a supremacy strategy has the ability to establish a favourable long-term image and foster positive connections with important stakeholders. These techniques have the potential to support the survival and further growth of private higher education in the current period of change.

SERVQUAL measures: Indonesian government healthcare (BPJS) from a human resource perspective

The purpose of this study is to investigate customer satisfaction with quality of service known as SERVQUAL improvement or service quality competitiveness in emerging markets. Using Indonesian government medical care as an example the author examines the satisfaction of patients. Information and data were collected through a survey of 399 BPJS users in Indonesia. All data were analyzed using Smart PLS. This study demonstrates that there is a negative value associated with the five-dimensional gap. As a result, the care provided to BPJS patients is below par. Specifically, the sensitivity dimension has the largest disparity at 0.15, while the physical evidence dimension has the smallest at 0.49. In order to raise the level of service provided, it may be necessary to take direct measures or examine tangible evidence. This study develops the relationship between different quality service models. There appears to be a substantial increase in the body of literature in the area of service quality, allowing for constant updates and the incorporation of the lessons learned from the experiences of the departed. These revised guidelines are intended to aid SERVQUAL study participants. The study gives practical support to academics and practitioners in directing service quality improvement through the use of data collected from large-scale surveys of patients and medical professionals as doctors in Indonesia.

The Importance of Leadership and a Global Human Resource Perspective: The Case of Executive Management During a Hotel Merger

This case study highlights the importance of leadership employed by executive management during the merger of Oyster Rock Resorts and the Point Breeze Hotel. The study investigates the global perspectives and analytical detail required for a successful merger that benefits all stakeholders primarily from a human resources perspective. Illumination of prevailing human resource related merger issues and analysis of specific operational challenges expose students to many problem-solving situations that parallel current human resource conditions in the hospitality industry.

Factors That Influence Job Stress among Foreign Construction Site Workers in Malaysia

This study’s goal is to address factors that cause major stress scenarios and identify the factors that cause such a dilemma among foreign workers. These issues stem from three different variables that contribute to stress, which include job characteristics (job demand, job control and job support) workload and reward. To affirm and verify the said variables, a quantitative research approach is implemented based on participants from the construction site. The sampling frame was for foreign workers from different levels and positions in a selected construction site in Klang Valley. This study was based on 100 samples of foreign workers selected using the snowballing method. Results indicate a significant relationship between job factors (job demand, job control and job support) on the job stress of foreign workers at the construction site. Results also show a significant relationship between workload and job stress and no relationship was found between reward and job stress. This study discussed the results from the psychological, and human resource perspectives, as well as their implications for human resource management. The findings can be used to guide the progress of policies and programs that can navigate the negative effects of employees’ stress. The present study was done to further combine and explore whether the main initial factors influencing stress in Malaysia are still applicable in the context of foreign workers in the construction industry. Up until now, there has been only scarce research on the combination of the discussed factors on stress.