Human Resource Policies Research Articles

Kompetensi dan Komitmen dalam Manajemen SDM Kontemporer

This study aims to explore the role of competence and commitment in contemporary human resource (HR) management and how they affect organizational performance. In the context of a dynamic and increasingly complex business environment, HR competencies and employee commitment levels are key factors in achieving competitive advantage. This study uses a quantitative approach by distributing questionnaires to HR professionals in various industries to collect data on competency development, HR policy implementation, and employee commitment levels. The results of the study show that there is a significant relationship between good HR competence and high employee commitment to increasing productivity and organizational effectiveness. This research suggests that companies should focus more on developing employee competencies and strategies to increase commitment to face modern managerial challenges. These findings are expected to provide insight for HR practitioners in designing more effective policies and practices to support organizational growth and success.

Corporate social responsibility impact on customer-based brand equity in the Moroccan luxury hotel context: mediating role of customer value co-creation

Purpose This study aims to examine the impact of corporate social responsibility (CSR) on customer-based brand equity (CBBE), with a focus on the mediating role of customer value cocreation (CVCC). The objective is to understand the direct and indirect links between CSR and the dimensions of CBBE (image, quality, awareness, loyalty) in the context of the luxury hotel industry, thus filling existing gaps. Design/methodology/approach This quantitative study of luxury hotel guests in Morocco used a questionnaire. After a pilot study with 10 professionals, the final version was administered, generating 204 valid responses. Purposive convenience sampling was chosen. PLS analysis was favored. Findings The results highlight the significant influence of CSR on the four dimensions of CBBE. Likewise, CVCC exerts a significant effect on CBBE aspects, except for brand loyalty. CVCC partially mediates the relationship between CSR and brand image, perceived quality and brand awareness. However, it does not have a significant mediating role in the CSR−brand loyalty relationship. Research limitations/implications The study, despite its contributions, is limited to the luxury hotel industry in Morocco, raising concerns of external validity. Future research should diversify service contexts and explore the multidimensionality of CSR. Practical implications Luxury hotel managers should prioritize authentic communication to optimize their CBBE through CVCC. An inclusive and strategic approach to cocreation is essential to strengthen the impact of CSR on CBBE. Integrating CSR into customer touchpoints and human resources policies is crucial. Originality/value This study, to the best of the authors’ knowledge, enriches understanding of the complex interactions between CSR, CVCC and CBBE in Morocco and North Africa. Its originality lies in its exclusive contribution to the region’s marketing literature, broadening the field of knowledge. By exploring these relationships in the specific context of the region, it offers new perspectives to researchers and practitioners interested in CSR, CVCC and CBBE.

Contextual barriers to implementing pandemic HRM in Indian manufacturing SMEs: A comprehensive analysis

BACKGROUND: Existing literature lacks in-depth analyses and identification of barriers to implementing HR practices that affect employee health and well-being, especially during and after the pandemic. Moreover, existing studies primarily focus on large organizations with generic HR contexts. Therefore, this research contributes by evaluating the contextual relationship between barriers to implementing pandemic Human Resource Management (HRM) practices in Indian manufacturing SMEs. OBJECTIVE: The post-pandemic landscape has necessitated a reevaluation of Human Resource (HR) practices, particularly in terms of employee health and well-being while balancing organizational performance goals. This study seeks to identify and evaluate the significant barriers hindering the implementation of re-designed HR policies, focusing on Small and Medium-sized Enterprises (SMEs) in the manufacturing sector in developing countries during and after the pandemic transition. METHODS: The study initially identified ten barriers through a thorough literature review, which was then validated by experts. Subsequently, the interrelationships among these barriers were explored, and their structural hierarchy was established using the Total Interpretive Structural Modelling (TISM) approach. Additionally, a MICMAC (Matriced Impact Croises Multiplication Applique) analysis was performed to assess the driving-dependence power of each barrier. RESULTS: “Manager’s resistance to change” and “employee’s resistance to change” were found to be highly dependent on the other identified barriers. Among these, “lack of skilled managers at affordable costs” and “implementation expenses of new normal HRM practices” emerged as the most critical barriers, with the potential to impact all other barriers in the implementation of re-designed policies. CONCLUSIONS: The study helps owners of manufacturing SMEs and managers to understand the significant barriers to implementing HR policies, particularly in frequent pandemic situations for enhancing employees’ health and well-being while ensuring organizational performance. The planned framework might make it easier for practitioners and decision-makers to comprehend how the various implementation barriers relate to one another. The study’s focus on Indian manufacturing SMEs limits the generalizability of findings to other contexts. Reliance on expert opinions introduces bias, and further validation through empirical research is needed.

Green Human Resources Management Practices and Tertiary Institution Productivity in South West Nigeria

Abstract: Inadequate Implementation of Green human resources Practices in tertiary institutions in South West Nigeria has made the higher institution of learning to face challenges in integrating environmental conservatives policy in their operations. The study therefore examined the effect of green human resources practices on organizational productivity of tertiary institutions in Nigeria. The study adopted a cross- sectional survey research design with the aid of structured questionnaire. The population for the study are the employees of the all the six (6) Federal polytechnics in South Nigeria, totaling 5028. From this population, an aggregate sample size of 371 participants were selected using Taro Yamane sample size calculator where proportional allocation was used to select participants for inclusion per tertiary institution. Structural equation modeling using Smart-PLS 4.0 was used for data analysis; as results indicated that GIO ( , T-statistic = 3.512, p < 0.05), GRCM ( , T-statistic = 8.385, p < 0.05), and GRS ( , T-statistic = 4.711, p < 0.05) have significant positive effects on organizational productivity. This highlights the importance of these green HR practices in enhancing productivity in the selected tertiary institutions in Southwest Nigeria. The study concluded that green human resources management practices is crucial in achieving optimal organizational productivity of the federal polytechnics in South West Nigeria. The study therefore recommended that the management of the federal Polytechnics in South West Nigeria should use environmental conservative employer branding to attract, select applicants and retain employees who have green orientation through a well-defined and circulated environmental sustainability human resources policy.

The Relationship of Job Satisfaction to Job Performance towards Human Resource Policy Enhancement Proposal

The Relationship of Job Satisfaction to Job Performance towards Human Resource Policy Enhancement Proposal

Influence of Charismatic Leadership on Employee Engagement in South Korea

Purpose: To aim of the study was to examine the effect of leadership on organizational learning and knowledge management in India. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: The study revealed that charismatic leaders significantly enhance employee motivation and commitment by inspiring a shared vision and fostering a strong organizational culture. Employees under charismatic leadership exhibit higher levels of enthusiasm, dedication, and alignment with organizational goals, leading to increased productivity and job satisfaction. This leadership style promotes open communication and trust, empowering employees to take initiative and contribute more effectively to the organization. Unique Contribution to Theory, Practice and Policy: Transformational leadership theory, charismatic leadership theory & self-determination theory may be used to anchor future studies on Influence of Charismatic Leadership on Employee Engagement in South Korea. Organizations should invest in training programs that develop charismatic leadership skills among their managers. Training should focus on enhancing communication, vision articulation, and motivational techniques to foster a supportive and engaging work environment. Organizations should incorporate charismatic leadership principles into their human resource policies, including recruitment, performance evaluation, and career development.

Psychometric properties of the Turkish version of the Decent Work Questionnaire and its effect on job satisfaction.

Work to develop a universal tool for the psychological evaluation and measurement of decent work is relatively new. In addition, the Decent Work Questionnaire, which evaluates decent work using a psychological approach, has not yet been adapted and validated in the Turkish sample group. To adapt and validate the Turkish version of the Decent Work Questionnaire and to evaluate the effect of decent work on the job satisfaction among knowledge workers. The study sample consisted of 906 knowledge workers. In the process of adapting and validating the Decent Work Questionnaire, the structural validity, internal consistency, convergent validity, divergent validity, and compatibility of the sample group data were tested. The effect of decent work on job satisfaction of knowledge workers was examined using structural equation modeling. The Decent Work Questionnaire was validated in the Turkish sample. The results showed that the reliability coefficients and dimensions of the Decent Work Questionnaire were highly satisfactory and consistent with the scale developers' study. According to another result of the study, decent work was found to have a significant and positive effect on Turkish knowledge workers' job satisfaction. This study will fill gaps in the literature and will also contribute to the evaluation of decent work in all areas of the labor market, identifying its shortcomings and contributing to the development of effective human resource policies.

Suddenly 50: the aging workforce and its relationship with the company

Purpose This paper aims to discuss the findings of a study to identify the characteristics of organizations that implement policies and practices to attract and retain older workers. Design/methodology/approach This exploratory and descriptive research adopts a quantitative approach. The data analyzed were gathered from the database compiled during the 2020 edition of the “FIA – Employee Experience” survey. Notably, it identified the top 100 companies prioritizing investment in human resources policies and practices, awarding the “Amazing Places to Work” prize to those demonstrating the highest indices. Findings The findings highlight the proactive stance of both national and multinational companies, typically falling within the medium to large size category, in implementing strategies to attract and retain an aging workforce. These companies predominantly employ individuals with high school education and undertake affirmative action, targeting at least four other minority groups alongside older workers. Practical implications The insights provided in this article regarding the strategies and initiatives implemented to attract and retain older workers can empower other interested companies to enhance their preparedness in addressing the demographic shift toward an aging Brazilian workforce. Originality/value The analysis of the findings contributes to advancing understanding of the relationship between organizations and older workers, an area that remains underexplored in Brazil and worldwide. Furthermore, it furnishes insights into the specific policies and practices adopted by these organizations, equipping interested companies with knowledge to address the challenge of adapting to Brazil’s aging workforce.

The Mediating Role of Surface and Deep Acting on the Nexus between Emotional Intelligence and Work-Related Burnout

Work-related burnout (WBO) is prevalent in the global economy, culminating in profit loss, productivity declination, and employee absenteeism. The COVID-19 pandemic has worsened the preceding threats in human resource management within the manufacturing industry. The ongoing discussions on WBO highlight the significance and value of this issue. Additionally, empirical proof regarding the association among emotional intelligence (EQ), emotional labour strategies, and WBO, particularly within the human resource division of the manufacturing industry, is scarce. Thus, the current study aims to identify the relationships and models with emotional contagion theory as a foundation using the PLS-SEM technique. The responses from 311 questionnaires were collected among HR managers in selected ISO 9001 Malaysian manufacturing companies using an online survey. The study found a negative relationship between EQ and emotional labour-deep acting (ELSA) and a positive relationship with emotional labour-surface acting (ELSA). Besides, ELSA is also negatively correlated with WBO, while ELDA has a positive relationship with WBO. The study also proved that emotional labour strategies (deep-acting and surface-acting) operated as an intermediary factor in the connection between EQ and WBO. Past research on WBO has been inconclusive, and there has yet to be a comprehensive exploration of the direct or indirect connections between EQ, ELSA, ELDA, and WBO. Furthermore, previous studies often overlooked the viewpoint of HR managers in WBO investigations. The results of this research contribute to the literature concerning this issue, particularly in the post-COVID-19 context, and help policy developers of human resource management bring in the elements of psychological factors while forming human resource policies and practices.

Digitalization of talent planning in IT sector: Mediating role of HR policies and practices

In the highly dynamic digital era of the information technology industry, agile talent planning and human resources (HR) management strategies are essential for maintaining a competitive edge. This study aims to determine the impact of HR policies and practices as a mediator between the effectiveness of talent planning and digitalization tools and techniques within the IT sector. The research population comprised IT companies in Delhi (and its national capital region), India. Using the convenience sampling technique, a sample of 106 respondents was selected out of 168 contacted, including human resource professionals and managers. The study employed regression analysis and structural equation modeling. The results reject that digitalization tools and techniques do not significantly increase the effectiveness of talent planning in IT organizations (beta coefficient = 0.455 at p-value < 0.001). Additionally, the paper shows that digitalization tools and technologies significantly affect HR policies and practices (beta coefficient = 0.826 at p-value < 0.001). The findings reject the suggestion that there is no significant positive relationship between HR practices and policies and the effectiveness of talent planning in the IT sector (beta coefficient = 0.425 at p-value < 0.001). Furthermore, the study rejects the perception that HR policies and practices do not mediate the relationship between digitalization tools and techniques and the effectiveness of talent planning (beta coefficient = 0.351 at p-value < 0.001). These insights will contribute to developing effective HR strategies that align with technological advancements and foster organizational growth.

Enhancing Organizational Effectiveness: A Study on Human Resource Strategies, Employee Productivity, and Turnover in SMEs

This study investigated the impact of various human resource (HR) strategies—namely, policies, leadership, training and development, and organizational culture—on employee productivity, turnover, and retention within small and medium-sized enterprises (SMEs) in Guangdong Province, South China. Utilizing a quantitative research approach and a correlational research design. The data was collected from 351 employees through survey questionnaires to provide insights into their perceptions of HR practices. The statistical analysis used was descriptive statistics summarizing respondent profiles and Pearson correlation coefficients quantifying the relationships between HR strategies and employee outcomes. The results indicate that HR policies are generally perceived positively, contributing effectively to organizational goals. Leadership is valued for skill awareness and anti- discrimination efforts, though improvements in accessibility and trustworthiness are needed. Training and development initiatives are appreciated, yet require better alignment with organizational objectives. The organizational culture is supportive and collaborative but needs greater clarity in task focus to enhance productivity. The findings underscore the importance of comprehensive HR strategies that integrate effective leadership, clear communication, supportive organizational culture, and ongoing professional development to enhance employee productivity and retention.

The Influence of Work Life Balance to Subjective Wellbeing on Women Working in PTPN II

This study aims to determine the effect of work-life balance on the subjective well-being of women who work in PTPNII. The subjects of this study were 79 women who worked in PTPN II. The approach used in this research is quantitative. The data were collected Using work-life balance scale and the Satisfaction with Life Scale (SwLS) as measuring instruments and were analyzed statistically using a simple regression analysis. The results of statistical analysis show that simultaneously, work-life balance has a significant positive effect on subjective well-being. The determinant coefficient (R square) shows a value of 0.068 meaning that subjective well-being is influenced by work-life balance of 6.8%. Working conditions and work environment that require individuals to continue to be productive, as well as working time pressuresare challenges for individuals that have an effect on subjective well-being. This research may provide information for policymakers in implementing better human resource policies, such as enhancing employees’ psychological well-being by balancing the intensity of task difficulty with adequate working time and staffing level. Keywords: Subjective Well-being, Work-Life Balance, Women Working, PTPN II

Human resources accounting optimization: A conceptual pathway to improve financial performance

This research discussed HRA’s impact on a company’s financial performance. Human Resource Accounting (HRA) is measured by using 16 indicators, while financial performance uses 4 indicators, which consist of return on assets (ROA), return on equity (ROE), firm size, and leverage ratio. The analytical method used is binary logistic regression. The result shows that none of the HRA indicators affect ROA, while the other three are still affected by HRA indicators. Employment report indicators and other employee benefits in HRA indexes significantly affect ROE. Human resource policy, human resource development fund, and superannuation fund affect firm size the most. The last leverage ratio is significantly affected by human resource policy. This research has implications for manufacturing companies to increase information transparency for investors in the capital market through the sustainability disclosure of periodical HRA reports. Meanwhile, it is recommended that the government take action to encourage HRA disclosure for public companies in Indonesia by making the standards and regulations needed.

An analysis of the effect of employee tenure on WACC

ABSTRACT No international accounting policy exists to mandate that firms must report employee/workforce-level human capital information on a structured basis. Thus, the link between employee/workforce human capital and firm risk is not demonstrated in the literature. South Korea is a rare instance where human capital information, such as employee tenure is disclosed on Annual Reports as a rule. Therefore, we invoke resource-based theory, a human resource policy assertion, and a business ethics/sustainability inference to show whether capital providers differentiate between firms that are able/unable to retain employees, thus adjusting WACC accordingly. Using OLS regression analysis, from 2011-2020, empirical results show that firms with the ability to retain employees enjoy economically significantly lower levels of WACC. The results infer that equity/debt providers associate workforce tenure and firm risk/returns expectations. Empirical results also show that capital providers are nuanced when impounding employment information into risk/return assessments, based on incrementally different associations for investment-grade/non-investment-grade firms. The study contributes to the literature by providing evidence that management should develop strategies to retain employees to enjoy economic advantages. Because structured employee/workforce human capital information is rare internationally, the study has important practical implications for legislators, management, employees and the public.

ORGANIZATIONAL CULTURE AND RESILIENCE : SYSTEMATIC LITERATURE REVIEW

Organizations face numerous external challenges such as regulatory changes, market shifts, and emerging competition, necessitating quick adaptation and risk management for survival and optimal performance. Organizational culture, encompassing shared norms, beliefs, and systems, plays a crucial role in this adaptive capability, significantly influencing organizational resilience. Studies indicate that cultural factors such as flexibility, adaptability, and open communication enhance resilience, while leadership deficits and internal conflicts hinder it. Methodologically, this research uses a Systematic Literature Review (SLR) to synthesize findings from 20 studies, highlighting the centrality of organizational culture in fostering resilience. Different cultural dimensions, depending on the organizational context, impact resilience levels, with evidence suggesting that robust, adaptable cultures support better performance and mental health, and facilitate effective business processes. The study concludes that strategic human resource policies promoting a supportive and adaptive culture are vital for organizational success in dynamic environments. Recommendations for future research include deeper exploration of cultural impacts across sectors and the implementation of policies to enhance employee adaptability and leadership development, thereby reinforcing long-term organizational resilience.

Evaluating the Impact of Human Resource Policies on Employee Performance in the Organized Retail Sector

Evaluating the Impact of Human Resource Policies on Employee Performance in the Organized Retail Sector

Analysis of the Impact of Digital Communication Tools on Organizational Culture and Communication Effectiveness within Enterprises

The issue of improving the organizational culture of enterprises is becoming increasingly relevant in light of the need to enhance the effectiveness of human resources policy and employees’ motivation. Being aware of the importance of developing organizational culture and the effectiveness of internal communication, managers of enterprises very rarely have an information basis for a model of their effective construction. The study aims to analyze the current role of digital transformation tools within the communication process to optimize organizational culture and increase communication effectiveness. The research was conducted using the general methods of scientific cognition, in particular, analysis and synthesis, induction and deduction, abstraction, specification, and formalization. The study identified the potential of digital communication tools for the cultural and communication optimization of companies. The authors have analyzed the factors of insufficiently effective development of organizational culture. The article substantiates the need for the synergy of process, system-behavioral, adaptive-situational, psychodynamic, and competence approaches. The authors have proposed ways of digital transformation of organizational and communication culture. Based on this, the main vectors for optimizing the concept of organizational management of the transformation of the communication sphere of companies have been identified. It has been proved that the conceptual model of an effective organizational culture is based on long-term measures to implement the strategic goals of enterprise development through continuous self-development and continuous improvement of communication skills using modern and innovative digital tools.

The Role of Human Resource Policies on the Improvement of Job Satisfaction for Academic Staff in Higher Learning Institutions in Tanzania: The Case of Institute of Accountancy Arusha

The Role of Human Resource Policies on the Improvement of Job Satisfaction for Academic Staff in Higher Learning Institutions in Tanzania: The Case of Institute of Accountancy Arusha

La relación entre la motivación del servicio público y la satisfacción laboral

The objective of this study is to evaluate the influence of the Public Service Motivation on job satisfaction. A Structural Equation’s Modeling was carried out in a Brazilian public university with 7,640 public servants. This study can be considered as a replication. The model that was tested showed that the relationship between the PSM and job satisfaction is positive in the Brazilian context. The results showed that satisfaction is a PSM dependent variable and that the model can be used in mapping the importance that an individual give not only with the relationship between the PSM and job satisfaction but also with each dimension from each construct directing assertively implement Human Resources policies.

Implementasi Manajemen Sumber Daya Manusia dalam Meningkatkan Motivasi Kerja

Work motivation is an important factor in improving employee performance and achieving organizational goals. Human Resource Management (HRM) plays a crucial role in motivating employees through various strategies and policies. The method used in this study is a type of qualitative research. The data sources obtained in this study are from the results of library research from various sources. The main source of data for this research is the results of research published on google scholar. Data analysis was carried out qualitatively with the stages of data reduction, data presentation, and conclusion drawn. The results of this study are obtained how the role of human resource management in increasing work motivation, effective human resource management strategies and policies to increase work motivation, as well as challenges and solutions in the implementation of human resource management to increase work motivation