Human Resource Policies Research Articles

EMPLOYEE MOTIVATION AND PERFORMANCE ACROSS SMALL AND MEDIUM SCALE ENTERPRISES IN NIGERIA

Objective: The small and medium scale enterprises remain vital to many countries, contributing to job creation and economic growth. The study aims to determine how the motivational strategies affect performance of employees in SMEs sector in Nigeria. Method: We employ structural equation modelling (SEM) to depict the direct relationship between job satisfaction and employee’s salary, on one hand as well as between job satisfaction and job security on the other. Result and Discussion: The outcome finds that job security has a positive but insignificant relationship with job satisfaction and that job security has a positive and significant relationship with job satisfaction in the Nigerian SMEs sector. Implications: The implication of the finding is that although job security may not be central to the likely psychological well-being of the sector’s employees, employees’ pay motivates them to be satisfied with their job in the SMEs sector. Originality/Value: The value of the article lies in its focus on providing insight into factors that such as pay of employee and job security can motivate a psychological balance for job satisfaction. Recommendations: We recommend that the SMEs improve their current human resource policies relating to staff incentive schemes and employee performance as it will help to increase employee’s performance.

Determining skill mix and optimal multidisciplinary team composition: A scoping review.

Holistic care models aligned to population care needs are needed to help leaders shed pre-existing mindsets when determining skill mix and Multidisciplinary Team (MDT) composition. Using a PRISMA flowchart, a narrow eligibility criterion, and a research question, this scoping review resulted in 9 frameworks/models published between January 2000 and September 2023. Analysis showed common methodological elements such as a population needs-based approach, a systematic process, engagement, three or more professions reporting task or competency level analysis, change advocacy, and reliance on population and workforce supply data. Key system enablers were sponsorship, access to population needs-based and workforce supply data, a learning management system for MDT development, and health human resource policies and governance to drive health system redesign to distribute an equitable workforce. This scoping review offers health leaders and policy-makers options and next-step considerations to inspire fresh thinking for making evidence-informed decisions about skill mix and MDT composition.

Why should i be judged? Exploring third party perceptions of workplace incivility against single working mothers

A serious problem in the workplace is incivility, which impacts especially vulnerable groups like single mothers who hold jobs and experience subtle unfair or damaging treatment. As the number of single working mothers continues to rise in today’s workforce, this study aims to clarify third-party perceptions about incivility against them at work and subsequent influences on individuals as well as the organization. Because the analysis is embedded in theories of social role expectations and organizational justice, it explores third-party observers’ perceptions (such as coworkers or supervisors) of whether incivility directed at single working mothers differs from that experienced by their comparison group—professionally equivalent peers who do not share equal caregiver responsibilities. The researchers employed a mixed-methods approach, incorporating both quantitative surveys and in-depth qualitative interviews to collect rich data from participants who represented several fields. They report their results that third-party observers are less likely to experience vicarious justification of incivility against single working mothers but may be equally unlikely or even more reluctant than in the case of other employees and furthermore find this data account for these differences. The results illustrate the intricate interplay of gender, family structure and work dynamics on workplace outcomes—all leading to lower job satisfaction rates, a high level of stress or even stagnation in career progression for single working mothers. Our findings also extend the workplace incivility literature by demonstrating ways in which single working mothers are particularly vulnerable to this form of mistreatment and a broader need for organizational policies that cultivate an inclusive, supportive environment. Implications for human resource management, organizational culture and policy based on these findings are discussed as it may provide some recommendations for handling incivility in the workplace environment.

Assessing the Effects of Organizational Culture on the Connection Between Innovation in Organizations and Human Resource Management

This article examines the significance of human resource management (HRM) in innovation, organizational culture, and organizational effectiveness. The conceptual framework creation was supported by extracting information from literature research on related study topics, such as resource-based views and organizational effectiveness. This paper seeks to address the existing gap in the literature on organizational effectiveness by emphasizing the role of HRM in influencing business performance. Specifically, it focuses on the intermediate impact of HRM on innovation and culture. This research can help higher education institutions better understand how human resource policies can improve long-term performance by encouraging innovation and fostering an effective culture.

Analisis Faktor-Faktor yang Mempengaruhi Kualitas Penyusunan Anggaran Sekolah Menengah Pertama: Studi Kualitatif di Medan

This research aims to analyze the factors that influence the quality of junior high school (SMP) budget preparation in Medan. Using a qualitative approach, this research involved in-depth interviews with 30 key informants from 10 junior high schools in Medan City. The research results identified 5 (five) main factors that influence the quality of budget preparation: (1) human resource competency, (2) government regulations and policies, (3) stakeholder participation, (4) use of information technology, and (5) culture school organization.

Impact of Human Resource Policy Implementation on Service Delivery at the Office of the Director of Public Prosecutions, Western Region, Kenya

Efficient implementation of policies has a crucial function in improving service delivery in the public and private domains. The success of policy execution directly impacts how much the policy contributes to enhancing service delivery. To achieve high-quality, efficient, and timely service delivery, the Directorate has adopted a strategy of revamping, retooling, and continuous learning. The Office of the Director of Public Prosecutions (ODPP) follows the Excellence Charter and adheres to the ODPP Strategic Commitments for the period 2020-2023. In this context, the researcher focused on examining the impact of human resource policy implementation on service delivery at the Office of the Director of Public Prosecutions, Western Region, Kenya. Implementation Theory and Organizational Culture Theory guided the study. Descriptive research design was utilized. The target population was 198 individuals working within the ODPP Western Region of Kenya. Individual respondents were selected randomly from Legal, Administration, and Support Staff in region. Data collection was done through questionnaires distributed to staff and document analysis was conducted in the resource centres available in the region. Face-to-face interviews with selected County Heads were carried out by the researcher. Descriptive statistics, such as means, percentages, and frequencies, was used in the research's quantitative and qualitative approaches to analyze the data using SPSS. The findings indicated that human resource has a significant impact on service delivery at the ODPP, Western Region, Kenya. The results upon Analysis of Variance (ANOVA) established human resource policy implementation had an r of 0.265, β = 0.252, t= 3.786, p= 0.05. It was concluded that Policy Implementation had a statistically significant impact on service delivery in the ODPP. The study recommends that ODPP should enhance HR policy implementation and service delivery in the Western Region by improving communication, offering regular training, fostering open dialogue, establishing a robust monitoring framework, deploying dedicated HR Officers, and ensuring transparent and unbiased career progression and training opportunities. The study will be part of references materials for all ODPP Staff, stakeholders, policy makers and other institutions in Kenya as an insightful tool in advancement of efficacy and efficiency in policy implementation.

International Nurse Migration Experience of the First Two Years: A Mixed Methods Study.

The aim of this study was to explore experiences of internationally educated nurses' first 2 years working and living in England in an age of contemporary migration. Exploratory mixed method design. An online survey collected responses from August 2022 to October 2022. A mixed-methods approach was applied to gain a breadth of understanding through quantitative outcomes integrated with depth of qualitative analysis. Data findings from 773 international nurses identified the recognition of prior professional skills and experiences, induction processes, career development systems and the role of line managers are integral to professional integration and could be improved. Communication barriers were frequently transient and time limited, and participants often had incomplete insight of human resource policies. Personal factors affecting life outside of work revealed compromise and sacrifice with accommodation choices, and participants were often not satisfied with their economic status, housing, cost of living in England, and social support. Mental well-being scores varied by country of origin and participants happier with decision to migrate to England had significantly higher mental well-being scores. International nurses have divergent professional and personal motivations for migration unique to individual circumstances. Recognition for transferable skills and experience, receipt of a comprehensive and warm welcome from organisations, safe and well-maintained suitable accommodation and living conveniently located to shops, work and transportation, improve experience. International nurses must have sufficient financial gains from salaries and opportunity to unite with children and families. Progressing migration experience of international nurses can improve retention and augment improving patient care and outcomes. No patient or members of public contributed to this research.

How Motivations Inform the Experiences of French and American Child Welfare Employees in a Fractured Foster Care System

Both the French and American child welfare systems struggle with employee turnover. To address this issue, more research is needed on child welfare employees’ motivations to start and continue working in the child welfare system, as well as the factors that cause them to leave the field. This qualitative study examined the following research question: What are the differences and/or similarities between child welfare employee motivations in France and the United States? The research design analyzed twelve American child welfare employee interviews through thematic and open qualitative coding methods and twelve French videos about child welfare employees’ career motivations and experiences, through a content analysis. The findings for this study are that French and American child welfare employees express similar motivations for beginning and continuing to work in the child welfare system, such as building relationships with children and families. However, their inhibitors to motivation vary, based on the cultural and structural contexts of their respective child welfare systems. Understanding child welfare employees’ motivations in both countries will offer human resource policy implications to guide employers in retaining and supporting high-quality employees.

Sustainable Human Development and Human Resource Management Strategies in Building Sustainable Cities

While the context of rapid urbanization and increasing challenges faced by cities worldwide, the role of Human Resource Management (HRM) in fostering sustainable urban development has garnered significant attention. This paper presents a comprehensive review of existing literature on HRM strategies aimed at building sustainable cities. Thus, a detailed analysis of the prominent findings of studies on “human resource management” and “sustainable cities” in Google Scholar, Web of Science (WoS) and Scopus databases was presented by a literature review. The review synthesizes insights from a range of sources including academic articles to identify key themes, trends, and best practices in HRM for urban sustainability and reveals that effective HRM strategies play a crucial role in addressing urban challenges such as population growth, environmental sustainability, social inclusion, and economic resilience. Furthermore, the review highlights the importance of aligning HRM strategies with broader urban development goals and policy frameworks and emphasizes the need for collaboration among government agencies, businesses, academia, and civil society to implement integrated HRM approaches that promote sustainable urban growth and enhance the quality of life for urban residents. The findings from this literature review also contribute to a deeper understanding of the role of HRM in building sustainable cities. Therefore, this paper concludes with recommendations for future research directions and practical implications for human resource (HR) professionals, policy makers, and urban planners seeking to create more sustainable urban environment.

Institutional and Socio-Cultural Factors that Influence the Wellbeing of Women Working in Academia in Arab Countries: A Scoping Review

Academic life in the present era is subject to several occupational stressors, including increased workloads, reduced research funding, tenuous career paths, and family-work conflicts. Such stressors affect academics’ quality of life, wellbeing, and job satisfaction, and women are particularly vulnerable. There is, however, a dearth of information on such issues in the Arab World. We conducted a scoping review to map the current body of knowledge related to the institutional and socio-cultural factors that influence the wellbeing status of women working in academia in Arab countries. Fourteen articles were included. Several challenges threatening women’s wellbeing in academia were identified including institutional factors (i.e., human resource policies and laws, workplace empowerment, and academic mentoring) and socio-cultural factors (i.e., work-life balance, culture and religion). Current human resources, policies, and labor laws do not adequately support maternal or complex family roles contributing to work-life imbalances and contribute to poor mental health outcomes for academic women working in academia in Arab countries. Although some of these challenges may stem from lingering cultural stereotypes about gender roles, this review highlights the need for professional development and mentoring programs for academic women in Arab countries, in addition to supportive institutional laws, policies, and resources for empowerment of women in academia.

Impact of Job Satisfaction on the Labour Productivity of Healthcare Personnel

Introduction. The healthcare sector, a cornerstone of society and the economy, brings together specialists from various fields and departments. As healthcare organisations grapple with similar human resource management and policy development challenges as other types of organisations, research on increasing job satisfaction, a key indicator of effective management and employee attitudes, becomes increasingly relevant. Aim and tasks. This study aims to determine the level of satisfaction among those employed in the healthcare sector, particularly in Georgia, and to underscore its profound impact on performance. Results. Findings revealed that various factors affect job satisfaction and, consequently, the quality of service provided. Using the F test, it was found that there is a significant statistical relationship between education (0.01 level (p < 0.001, F = 9.992)), work experience (0.01 level (p < 0.001, F = 9.299)), age (0.01 level (P<0.001, F= 9.164)) and job satisfaction and quality of service. Also, the research results showed that 70% of the respondents believe job satisfaction enhances their performance. Specialized expertise, knowledge, and an appropriate strategy are required to manage these professionals. It is highly significant and essential for employees to have constant development opportunities, access to professional training, and work in a high-satisfaction environment. Conclusions. That is critically important for improving performance in healthcare and any organization. However, it is worth mentioning this sector faces stress, high mental load, and burnout. In order to address these issues, organizations should have their own clear policy, properly distribute roles and resources, involve employees in processes from the start, and provide relevant information. Hinged on the previously conducted research, opportunities for personnel development and training are limited in Georgia, which in turn is leading to a shortage of qualified personnel and high staff turnover. The presented recommendations will help managers of organizations analyse the importance of job satisfaction in the growth of productivity and success of the organization and its constituent indicators and develop an appropriate strategy for their improvement in the future.

Determinants of Occupational Health and Safety Compliance by Malaysian SMEs

Occupational safety and health (OSH) are a critical component of effective business governance. Efficient management of occupational safety and health fosters potential for growth and sustainability, and conversely. Disregarding occupational safety and health negatively impacts all stakeholders, from individual workers to national healthcare systems. This indicates that stakeholders can benefit from enhanced OSH compliance via consistent approaches. The primary principle of global OSH compliance is the mitigation and reduction of accidents, incidents, and diseases. A comparable viewpoint is relevant for small and medium-sized firms (SMEs), including those in Malaysia. This study investigated the factors influencing OSH compliance among Malaysian SMEs using a quantitative research methodology. The impact of five critical determinants: top management support, human resource practices, training and education, organisational attitude, and organisational awareness, on the attainment of OSH compliance was evaluated, drawing from literature support. A survey was done utilising convenience sampling with 400 SMEs in Malaysia. Data was gathered from 380 responding SMEs and examined using structural equation modelling (SEM) with partial least squares (PLS). The statistical findings indicated that human resource practices, organisational attitudes, and organisational awareness were key predictors of occupational safety and health compliance in the sampled Malaysian SMEs. The significance of administering OSH focused human resource policy, particularly the HR practice of endorsing safety and related training programs, has facilitated enhanced support for OSH training programs and employee awareness. The findings indicated that SMEs’ practice of displaying hazardous warning signs and promoting incident reporting has resulted in improved occupational safety and health compliance. The level of SMEs’ awareness regarding the necessity to review standard operating procedures before initiating work, safety information related to hazardous materials, understanding the risks associated with chemical substances, and the segregation of waste materials prior to disposal has facilitated effective OSH compliance among the participating SMEs. The investigation yielded multiple implications derived from the results obtained.

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.

Policies for Female Lecturers at the University of Social Sciences and Humanities, Vietnam National University, Hanoi

Gender is a crucial factor in evaluating an organization's human resource policies. VNU University of Social Sciences and Humanities is a leading higher education institution in the nation, with a mission to research, create, and disseminate knowledge in the fields of social sciences and humanities. Currently, female lecturer constitute 64% of the total lecturers at the university. Recognizing the importance of the female lecturer, this study focuses on analyzing and evaluating policies related to female lecturers at VNU University of Social Sciences and Humanities. By combining document analysis, in-depth interviews, and survey methods, the research clarifies the experiences and perceptions of female lecturers regarding existing policies, describes the challenges faced by female lecturers, and proposes solutions to improve policies in the upcoming period.

Analíticas de recursos humanos para la gestión del cambio y de la felicidad

owadays, companies are in a constant process of change, and they need to be flexible and innovative and take care of the well-being of their employees. Events such as the pandemic COVID19 have highlighted the need to consider new perspectives to address Human Resources Management. Human Resource Analytics (HRA) are tools that help to understand and implement better Human Resources policies and strategies. However, many of the literature reviews on HRA only analyse what has been published up to 2021 and, moreover, do not usually considerdifferent time periods for the identification of the issues studied, which would help to better understand the evolution of the issues. Therefore,the aim of this paper is to present a structured and period-based picture of the main Human Resource Analytics themes studied and to proposenew themes for future research. The results obtained have been grouped into the following thematic categories: context, internal aspects, tools,applications and effects. From these results, two novel themes have been identified: change management and happiness management. And twotheoretical models for the adoption of HRA have been proposed, one on decision-making and one on organisational change. These models canserve as a starting point for future research and have a direct application for decision making in companies.

Learning by exporting: the moderating role of employee human capital

PurposeThe purpose of this study is to explore the means by which exporters foster innovation via the learning-by-exporting effect and to appraise the moderating role of employee human capital in the export–innovation relationship.Design/methodology/approachLeveraging the linked-survey-secondary data from the Human Capital Corporate Panel (HCCP) spanning 2011–2017, with 890 observations from 228 Korean exporters, this study utilizes Generalized Least Squares (GLS) regression to empirically test the proposed hypotheses.FindingsThe results indicate that exporting significantly boosts a firm’s innovation performance by encouraging the generation of new concepts in products, services, technologies and/or production lines. Moreover, the presence of international talent and highly educated staff positively moderates the relationship between export intensity and innovation performance.Originality/valueBy integrating organizational learning and human capital theories, this study yields theoretical and managerial insights by elucidating the roles of exporting and human capital in advancing innovation performance, thereby guiding corporate export strategies and human resource policies.

Before. During. After: The Impact of COVID-19 on the Psychometrics of Young Professionals

This research presents the real psychometric impacts of the pandemic on young professionals. Human resource policies must be appropriately formulated to maintain healthy and productive employees, balancing corporate and individual needs. The changes in personality type, emotional intelligence, and locus of control were measured from before to during COVID and then again from during until after COVID. While the psychometric changes of males were minor during these periods, women experienced numerous changes during COVID-19 but subsided after the pandemic. Men and women exhibit less conscientious behavior, first manifested during the pandemic but persisted after the pandemic. This research sheds insights into the current reluctance of professionals to abandon remote working instituted during the pandemic and management’s insistence that workers return to the office.

Optimization of Human Resources in the Construction Industry at PT. Superior Pusadega

This research discusses efforts to optimize human resources (HR) in the construction industry at PT. Pusadega Superior. Effective HR management is crucial for increasing productivity and reducing risks in construction projects. The main problem identified is how HR optimization strategies influence project performance and job satisfaction. This study offers a new perspective by analyzing a comprehensive approach to HR management in the construction sector, an area that has not been widely explored in previous research. The research employs a qualitative case study method, utilizing qualitative analysis through interviews with project managers and staff, as well as document review related to HR management at PT. Pusadega Superior. The findings reveal that despite having good HR policies, their implementation is often inconsistent, which negatively impacts project performance. The main influencing factors are the quality of training and internal communication. The conclusion of this research is that increasing consistency in the implementation of HR policies and improving training and communication can enhance project performance and job satisfaction. The implication is that PT. Pusadega Superior must invest in better training programs and more effective communication strategies. The key message is that effective HR optimization is critical to the success of construction projects and worker satisfaction.

Development and Validation of Human Resource System Model Using Exploratory and Confirmatory Factor Analysis

This study aims to empirically develop and validate a human resource (HR) system model via exploratory and confirmatory factor analysis (EFA and CFA). The framework proposed, and findings expect to add to an understanding of the procedures that can be embraced for designing the HR system on the basis of the bundling of different strategic HR practices. The data were collected through a structured questionnaire. The sample frame for this study consisted of officer-level employees from 11 Nepalese commercial banks. The final research sample consisted of 248 respondents. This study proposes an answer to how the HR system model can be developed and tested. It validated the extraction of 8 HR practices (dimensions) from 38 items, which were further validated as first-order constructs with 33 items, and the second-order HR system model with 30 items. The tested HR system model provides a comprehensive and holistic picture of the HR system and could be applied to Nepalese organizations. The methods and procedures adopted by this study to develop and validate the HR system model are expected to help Nepalese HR managers and practitioners design their HR policies and practices toward enhanced organizational performance (OP). The findings of this study are significant in the Nepalese context, where human resource management (HRM) still needs to be taken as a system approach on the basis of a multidimensional concept.

A glance at the COVID-19 epidemic control system in Taiwan: implications for organizational crisis management and leadership in black swan events

Abstract The COVID-19 pandemic caused substantial impacts and uncertainty in the world. For human resource leaders compelled into new roles in light of the pandemic, this paper used an exemplary case – Taiwan – to (1) discuss lessons and takeaways from the Taiwanese government’s and organizations’ response to the pandemic and (2) identify the structure of a pandemic control model and effective leadership behaviours at the national level that may be adopted in business settings to decrease the disruptive effects of a crisis. While efficient subsystems in organizational governance, policy, leadership, and culture are essential to combat a crisis, the evidence from Taiwan’s case in these contexts highlights the importance of various infrastructures and communication pathways in crisis management. The study aims to advance the understanding of effective responses and leadership skills in times of crisis and contribute to human resource literature and policy development in business settings. Human resource professionals and leaders play an important role as change agents to reduce the disruptive effects of a black swan event and can benefit from this study to be prepared for future crises. Implications for international human resource interventions in crisis management and leadership and recommendations for future research are provided.