Human Resource Professionals Research Articles

When the Caregivers Need Care: The Silent Stress of Human Resources Work

The aim of this study is to examine the stress and pressure experienced by individuals working in human resources, focusing on the unique challenges that this work entails. This research is therefore guided by the question: what are the characteristics of work-related stress and burnout for individuals working in human resources? This study employed a mixed-methods approach, incorporating both qualitative and quantitative research methods. Initially, semi-structured interviews were conducted with eight human resources professionals, comprising an equal number of women and men. Subsequently, a survey was administered to a broader group of human resources personnel. The quantitative analysis utilized the “Copenhagen Burnout Inventory” as a measurement tool, alongside background questions regarding the participants’ gender, age, job title, field of work, and seniority. The findings from both the qualitative and quantitative research indicate that employees in human resource roles exhibit significant stress symptoms. A majority of the interviewees reported experiencing mental and/or physical symptoms attributable to work-related stress. Specifically, the quantitative data revealed that 65.7% of the participants sometimes or often feel mentally exhausted, while 40.3% report similar levels of physical exhaustion. Notably, despite these challenges, only 8.7% of the participants identify as being burnt-out in their roles. The quantitative results also highlight gender as a significant factor affecting the mental and physical well-being of human resources employees, with women reporting lower levels of well-being compared to men.

Disability, Pity, and the Workplace.

The purpose is to examine perceptions of pity directed toward people with disabilities to gain a deeper understanding of the effect of these perceptions on the employment success of people with disabilities and to provide direction to disability-related training and strategic planning in the workplace. Two studies were developed to explore these relationships. The first measured the characteristics most frequently associated with people with disabilities in the workplace. Survey respondents rated the degree to which they believed the average person would assign these several characteristics to people with disabilities. The second measured the degree to which perceptions of pity, as directed toward people with disabilities, were correlated with the apparent complexity of those disabilities. Respondents determined the relative amount of money that passers-by would likely donate to panhandlers who used various mobility equipment (i.e., wheelchair, walker, cane). Results from these studies indicated that people with disabilities were more likely to be assigned a preponderance of negative characteristics, including those described as unfortunate, limited, and tragic. In addition, people with disabilities whose disabilities were perceived as more complex were seen as being more in need of financial assistance. By providing an empirically driven starting point for organizational planners, including human resource professionals, managers, and recruiters, these two studies provide a basis upon which to develop strategies that account for these affect-based responses to disability.

Unlocking employee potential through motivation workplace dynamics and incentives a holistic approach to driving productivity

Modern workplaces have evolved so much that it requires a change in how companies think of employee motivation and productivity. The study aimed to finding out the association between employee motivation and incentive systems to formulate a model that will guide on how best overall organizational productivity could be boosted. It also offers insights based on research proven strategies for building the type of workplace that will motivate employees. The research used a quantitative approach with cross-sectional survey design. Three hundred and fifty individuals were surveyed from 10 organizations across a range of industries, organizational levels. Stratified random sampling approach was used to ensure that all age groups as well as different generational and working models were represented in sample across cultures. Structural equation modelling (SEM) by means of AMOS 26 was applied and an analysis of the results revealed some important paths for critical organisational variables. The findings found was motivation, with high relationships to the workplace environment (β = 0.42), communication (β = 0.55) and incentives (p < Workplace environment was empirically shown to have a positive but weak effect on productivity (β =0.13), and the strong relationship with communication (β = 0.80). The proposed model shows a good fit in multiple indices: GFI (0.852), CFI (0.913), TLI (0.900) and RMSEA 90(74)], thereby validating the structure of the framework along with all its measured variables. These results suggest that organizations need to take a comprehensive view when looking at ways to motive and increase productivity of employees by being able understand the complex interrelations among work behaviors. This has operational implications for leaders and human resource professionals who seek a combined impact by aligning work designing, communication systems, incentive design structures and cultural integration strategies.

Transforming HR through Analytics: A Study of Performance Improvement Initiatives Driven by Data

ABSTRACT This study examines the transformative impact of facts analytics on Human Resources (HR) practices, especially focusing on overall performance development tasks. As agencies more and more apprehend the value of data-pushed choice-making, HR analytics has emerged as a strategic tool for reinforcing talent control, worker engagement, and ordinary organizational overall performance. By studying case research and empirical data, this studies identifies the important thing blessings of HR analytics, such as stepped forward recruitment processes, better employee retention, and heightened engagement ranges. However, the take a look at also addresses the challenges related to implementing analytics in HR, together with facts nice, change management, and talent gaps. Ultimately, the findings spotlight the need for HR professionals to include a facts-driven culture and invest in analytics abilities to reap sustained performance upgrades. This paper serves as a manual for companies in search of to leverage analytics for more suitable HR effects and strategic alignment.

New development: A strategic re-set—Sustaining public service well-being

IMPACT This article explores how public servants’ well-being can be supported and enhanced strategically and sustainably. The author contemplates how a more strategic, proactive approach will benefit the public service over the medium to long term. Policy-makers, line managers and human resource professionals should consider the psycho-social well-being of public servants when organizing work and designing jobs. The significant cost in the UK of spiralling absenteeism, staff burnout and turnover must be compared to the investment required to prevent these issues. The author calls for appreciating the value of reasonable and sustainable job expectations, autonomous jobs, and sufficient feedback to further continuous growth and engagement. Challenging, fulfilling and balanced jobs support well-being, resilience and performance—ultimately ensuring trustworthy public service delivery to all citizens.

The Impact of the Difficult Economic Situation on the Operation of Slovak Companies in the Shadow of War

Purpose: The purpose of this study is to examine the organizational and human resource (HR) responses to the challenging economic conditions caused by the war and the COVID-19 pandemic. Given the limited evidence available on how organizations adapt to such crises, this research aims to develop a conceptual model and empirically investigate the influence of two specific factors: organizational size and direct economic ties with the Russian and Ukrainian markets. Methodology: This study employs a mixed-method approach, combining both theoretical and empirical research. A conceptual model was first developed to outline potential organizational reactions to crisis conditions. The empirical part of the study involved data collection from 128 organizations, including companies and institutions, in Slovakia. The analysis was conducted to test two hypotheses regarding how organizational size and economic connections with the Russian and Ukrainian markets affect organizational and HR responses in times of war. Findings: The findings of the study indicate that neither organizational size nor direct economic linkages with the Russian and Ukrainian markets significantly influenced the responses of the organizations studied to the economic difficulties caused by the war. This suggests that other factors may play a more critical role in shaping organizational and HR strategies in response to crises. Implications for theory and practice: For theory, this study contributes to the existing literature by challenging the assumption that organizational size and direct economic ties to conflict-affected markets are primary determinants of organizational responses to crisis. For practice, the findings suggest that managers and HR professionals need to consider a broader range of factors beyond size and market exposure when developing strategies to cope with economic disruptions caused by global crises. Originality and value: This research is original in its focus on the specific impacts of war and pandemic-induced economic conditions on organizations in Slovakia. The study provides valuable insights into how organizations navigate crises, expanding the understanding of crisis management and organizational adaptability. It adds value by highlighting the need for more comprehensive models that consider a wider array of factors influencing organizational behavior in times of global economic disruption.

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.

The Effect of Graduate Unemployment on Career Development in Ghana

This study examines the effect of unemployed graduates in Ghana on their career development. The study adopts a mixed research methodology through a structured questionnaire and interview guide. Purposive sampling was employed for a sample of 250 respondents, including both private and public universities and Human Resource professionals in the Greater Accra region of Ghana. Based on content analysis, correlation and regression analysis techniques, the study found that the unemployment situation in Ghana can also be attributed to the programmes pursued in the universities. The study discovered that one key demographic characteristic that might influence graduate unemployment would be the age of the graduates. The study found that graduates who offered psychology, sociology, physical sciences, Mathematics, engineering, government, political studies, Health (Nursing, Doctors, etc.), arts and history normally find it difficult to be employed in Ghana. The findings of the study further demonstrated that unemployment status has a negative and significant impact on the career development of graduates. The study recommended that the majority of the teaching that goes on in our universities should be reviewed in terms of projects and skills that are relevant to the current economy and workplace demands.

Artificial Intelligence and Employee Well-Being: Balancing Technological Progressions with Human-Centric Workplace Strategies, a Research Agenda

Artificial intelligence (AI) enabled technologies are now corporate organisations' top priorities due to the availability of large data and the advent of the Internet of Things during the past ten years. AI is becoming a crucial component of business model innovation, process transformation, disruption, and gaining a competitive edge for companies adopting digital and data-centric cultures. This study investigates the implications of smart technology, artificial intelligence, robotics, and algorithms (STARA) on the future of work, with a particular emphasis on employee well-being and workplace dynamics. As futurists project that by 2025, 52% of all work functions will be automated, replacing one-third of current jobs, the rapid advancement of STARA creates both opportunities and risks. While automation has the potential to produce 133 million new jobs, it also threatens to eliminate 75 million employments, raising employee anxieties about job security and future roles. Despite the rising volume of studies on smart automation, there is still a major vacuum in our understanding of its implications on employees' mental health, well-being, and the entire workplace. This study investigates STARA's dual influence: while technology reduces physical strain and automates tedious jobs, it also raises new difficulties such as job displacement concerns and shifts in worker dynamics. The study emphasizes the need of human resource professionals to develop methods that strike a balance between technological integration and employee assistance. Key areas of focus include providing reskilling opportunities, adopting mental health initiatives, and encouraging open conversation regarding AI's expanding role in the workforce. By addressing these concerns, organisations may build a more resilient workforce that is better suited to the fourth industrial revolution. The study intends to contribute to a better understanding of how organisations may safeguard and improve employee well-being in the face of fast technological change, ensuring that STARA integration encourages innovation while simultaneously supporting a healthy and engaged workforce

Meaning of work for South African women during the pandemic

Orientation: The coronavirus disease 2019 (COVID-19) pandemic disrupted workplaces worldwide, prompting a re-evaluation of the meaning and significance of work, particularly among women who were uniquely impacted by the crisis.Research purpose: This study aimed to understand the meaning that South African women attributed to their work during the pandemic. Additionally, the research aligned with the Sustainable Development Goals (SDGs 3, 5 and 8), contributing to efforts to improve well-being, promote gender equality and ensure decent work.Motivation for the study: Understanding how the pandemic altered women’s perceptions and experiences of work can provide valuable insights for human resource professionals, helping to create more inclusive and supportive work environments.Research approach/design and method: A generic qualitative approach was employed, involving 10 semi-structured interviews with South African women who were formally employed both before and during the pandemic. Thematic analysis was used to interpret the data collected.Main findings: The study revealed that women had individual motivations for their chosen work, with the meaning of work varying among participants. Factors such as organisational and personal challenges, as well as the support received, significantly shaped these meanings.Practical/managerial implications: Organisations need to consider the unique challenges and support needs of women in the workplace, especially in the context of recovery from the pandemic.Contribution/value-add: The study enriches the body of literature on the meaning of work, particularly focussing on South African women during the COVID-19 pandemic, and informs organisational practices that can better support employees during crises and beyond.

Ethical Dilemmas in African Human Resource Management: A Literature Review

In the African context, the management of human resources (HR) involves the navigation of intricate ethical issues influenced by a myriad of social, cultural and economic factors. This study, based on systematic literature review, scrutinized ethical dilemmas in Human Resources Management in Africa. Specifically, the study assessed the areas within HR practices that are predisposed to unethical conduct and identified the core ethical issues prevalent in organizations, thereby giving rise to ethical dilemmas. The study utilized a systematic qualitative synthesis, employing the nomothetic-based content analysis, to scrutinize data extracted from 65 journal articles. The findings delineate two primary domains in which HR practices are susceptible to unethical conduct. The first is the management of core HR functions, such as recruitment, performance appraisal and remuneration, which are vulnerable to unethical practices like favoritism and corruption. The second domain involves balancing the often-conflicting interests of employers and employees. Four primary ethical issues emerged as significant sources of dilemmas: bribery and corruption, misconduct (physical, verbal, and sexual), nepotism and discrimination. These challenges suggest a pressing need for transparent, merit-based recruitment processes and regular ethics training HR professionals to navigate the complex landscape of organizational and employee interests. Implementing gender and diversity policies is crucial in addressing discrimination based on gender, ethnicity or disability. Additionally, establishing robust whistle-blowing mechanisms can enable employees to report unethical conduct confidentially, thereby strengthening organizational integrity and fostering a more inclusive professional environment. Comprehensive ethical frameworks will not only mitigate dilemmas but also enhance the overall credibility and effectiveness of HRM practices in the African context.

Komitmen Kerja Kepala Madrasah dalam Meningkatkan Efektivitas Madrasah Tsanawiyah Swasta di Kepulauan Riau

This study was conducted to see the work commitment of the Madrasah principal in improving the effectiveness of Private Junior High Schools (MTs) in the Riau Islands. As an effort to improve the quality of education in madrasas, it is hoped that private madrasas can compete with other public schools. This study uses a qualitative approach that describes the object of study through the process of extracting facts and object data in the field. Data collection techniques use interviews, observation and documentation. Data analysis techniques use data reduction, data presentation and drawing conclusions or verification. The results of the study indicate that the work commitment of the Madrasah principal in improving the effectiveness of private MTs in the Riau Islands is not optimal, because there are still many aspects that have not been achieved in terms of realization, budget constraints for the procurement of Madrasah facilities and infrastructure, increasing the professionalism of human resources, and other facilities that are still very limited. For this reason, the head of private MTs in the Riau Islands Province tries to improve the effectiveness of madrasas by implementing strategic educational development concepts. The roles played by the head of the Madrasah are; 1) focusing on common interests, 2) improving communication and understanding, 3) increasing involvement and participation, and 4) avoiding win-lose solutions. These roles are very helpful in realizing increased effectiveness of education in madrasas.

Translating HR Impact to Business Impact

Abstract: Translating HR Impact to Business Impact: A Practitioner's Guide focuses on providing human resources (HR) professionals with practical strategies and recommendations for demonstrating how HR activities and initiatives translate into meaningful business outcomes and value. Through drawing on years of consulting experience, academic literature, and real-world organizational examples, the article outlines a step-by-step framework for aligning HR priorities with strategic business goals, establishing causal links between people investments and performance through research, defining HR and business-level key performance indicators, partnering with finance on return-on-investment measurement, and effectively communicating impact through compelling case studies and storytelling. The goal is to help HR professionals earn a greater strategic role by rigorously measuring and clearly illustrating how people-focused strategies and interventions meaningfully contribute to organizational metrics valued by senior leaders.

Analisis Strategi Pengembangan Infrastruktur Asuransi Syariah Terintegrasi Di Era Digital

This study aims to analyze the strategies required by Islamic insurance companies to enhance their infrastructure in the digital era. The primary issue identified is the inadequate development of infrastructure, which hinders the companies' ability to compete effectively in an increasingly competitive market. A qualitative approach employing the Multi-Factor Evaluation Process (MFEP) was used to evaluate and identify the most relevant strategies to address the challenges and capitalize on the opportunities presented by the digital era. The findings reveal that Islamic insurance companies require a set of integrated infrastructure development strategies. The recommended strategies include, (1) Developing differentiated products tailored to market needs, which can expand the customer base and enhance product appeal, (2) Enhancing human resource professionalism through continuous training and competency development to strengthen internal capabilities and respond to market dynamics, (3) Optimizing corporate governance by implementing advanced digital technologies to improve operational efficiency, reduce costs, and enhance service quality and (4) Intensifying product promotion efforts and increasing consumer literacy, including more aggressive education about the benefits of Islamic insurance to raise public awareness and understanding. In conclusion, the implementation of these strategies is crucial for supporting the long-term growth of Islamic insurance companies. An integrated infrastructure that is responsive to technological changes will strengthen the companies' competitive position, enabling them to be more adaptive to the evolving market needs and fully leverage the opportunities offered by the digital era. This approach will also enhance consumer trust and expand the market reach of Islamic insurance.

Upaya Pengelolaan Sarana Pada Objek Wisata Air Soda di Desa Parbubu I Kecamatan Tarutung Kabupaten Tapanuli Utara

The Parbubu I soda water tourist attraction is one of the areas located in North Sumattra Province, Tarutung District, which is known as the Gospel tourism city, and also has the advantage of agricultural products such as yagung, sawa, coffee, and also has a variety of natural beauty and diversity. culture so that it can give rise to various potential tourist attraction destinations. Local communities also take the initiative to actively manage it into a potential tourist attraction. So tourist options are varied, and so are they. The Tourism Office in North Tapanuli district still has many problems that must be paid attention to, such as facilities, facilities for tourist visitors, in each tourist attraction destination location which are not yet adequate and still have not yet optimized management efforts, which still lacks professional human resources. Formulation The problem in this research is how to manage the facilities of a manager of the Parbubu I soda water tourist attraction, Tarutung District, as well as for the foundation of a researcher who wants to conduct research, in other tourist motorcycle taxi destinations and in their respective areas in North Tapanuli Province. The method used is a qualitative methodology which is descriptively oriented by having informants and also using data collection techniques, you can use observation techniques, interviews, document analysis. From this research, the researcher feels that the government of the tourism office and the district of Tarutung sub-district, and also especially the government of the village of Parbubu I, is establishing a cooperative relationship with the management of the Parbubu I soda water tourist attraction, because the management of the tourist attraction destination comes from the local community or is Individually, in terms of regional income, the Tarutung District Government has not implemented regulations so that tourism income goes into the coffers of a manager and Parbubu village or is distributed to the community who manages the soda water tourist attraction destination.

A research paper on how Artificial Intelligence changes the Human Resource Activities inside the organization and provides the significant improvement in workforce working environment for various day to day decisions making along with their efficiency and their productivity

This paper speaks volumes about the various processes of Human resource like recruitment , training, selections, performance and development and workforce planning and how the Artificial Intelligence has revolutionized over the period of time by providing various insights and supporting in the decision making process. Artificial intelligence has provided a bias free and advanced algorithms due to which the screening and scheduling of HR process has been done with accurate parameters and lightning fast speed. This study provides a detailed insight to the AI intervention and its effectiveness in providing a great decision making system to the Human resource professionals. This platform is utilizing the sentiment analysis and catboats to monitor and improve the work place environment, which pushes the positivity in work culture and boosts productivity The AI aids in providing continuous feedback, various goal settings and tracking the performance productivity. This also provides a gist as well as in depth knowledge of top performers of the unit and also share the areas of improvement by which the others can reach up to a new bench mark. This AI has been a boon to the HR individuals thoroughly, especially during the performance appraisals. On the other AI enables personalized training programs and adaptive learning paths, addressing skill gaps and aligning employee development along with organizational goals.The point to ponder over is that the AI has also played a crucial role in workforce planning and analytics, additionally, it has aided by providing tools to forecast future workforce needs, optimize resource allocation, and enhance strategic decision-making. This process which is done by IA is by analyzing large datasets, AI also predicts turnover trends and informs succession planning, contributing to organizational productive and efficient life cycle The research has infused a mixed-methods approach, which combines qualitative and quantitative data collection through surveys, interviews, and case studies, alongside statistical analysis of HR metrics pre- and post-AI implementation. The basics of this research paper aims to provide valuable insights for HR professionals and organizational leaders on leveraging AI to enhance HR effectiveness and drive business success. There a strong determination which ensures that the findings will contribute to the evolving body of knowledge on AI in HR and support the development of strategic frameworks for AI adoption in human resource management on a longer run.

Impact of Human Resources in Indian Oil Companies: Evolution, Challenges, and Future Trends

This study analyses the evolution, current challenges, and future human resource (HR) management trends within Indian oil companies. It seeks to provide a comprehensive understanding of how HR practices have developed over time, the obstacles faced by HR departments today, and the strategic directions necessary for future growth and adaptation. The research employs a mixed-methods approach, combining qualitative and quantitative data. Primary data were collected through surveys and interviews with HR professionals and employees in major Indian oil companies. Secondary data were drawn from industry reports, academic literature, and company records. The study utilizes thematic analysis to identify critical trends and challenges and statistical analysis to quantify the impact of various factors on HR practices. The study finds that HR practices in Indian oil companies have evolved from traditional administrative roles to strategic partners in business development. Current challenges include managing a diverse and technologically evolving workforce, adapting to global economic fluctuations, and addressing regulatory compliance issues. Future trends suggest an increased focus on digital transformation, diversity and inclusion, and strategic workforce planning. The findings offer valuable insights for HR practitioners and policymakers in Indian oil companies. They highlight the need for innovative HR strategies to address emerging challenges, such as integrating advanced technologies and fostering an inclusive work environment. The study also recommends improving HR practices to enhance organizational performance and employee satisfaction.

Understanding How Competence, Workload, and Burnout Affect Performance: A Conceptual Framework

This paper presents a conceptual framework that examines the multifaceted relationships between competence, workload, burnout, and overall performance across diverse professional environments. The framework posits that competence, defined as the combination of skills, knowledge, and experience, is a critical determinant of performance. However, this relationship is not linear; it is significantly influenced by workload, which can either enhance or hinder performance depending on its intensity and duration. When workload becomes excessive, it often leads to burnout—a state of physical, emotional, and mental exhaustion—which acts as a mediating factor that undermines performance. This study seeks to clarify the effects of competence and workload on performance and investigate the role of burnout in this dynamic. To achieve a thorough theoretical comprehension, a comprehensive literature review has been carried out, covering books, empirical research, an d conceptual papers on nurse performance, competence, workload, and burnout. The proposed framework aims to enhance the existing literature by elucidating the relationships between competence, workload, burnout, and performance, offering a foundation for developing strategies that address workload management and burnout prevention to sustain high levels of performance. The implications of this framework are broad, providing valuable insights for organizational leaders, human resource professionals, and policymakers aiming to optimize performance and well-being in various professional settings.

The impact of professional networking and burnout on the organizational and professional commitment of human resources professionals

Abstract Research on burnout has not focused much attention on human resource (HR) professionals, who are often the link between managers and employees. HR professionals have become more integral in organizations’ strategies, processes and protocols. Burnout and lack of both professional and organizational commitment from this group of employees could be detrimental to organizations. This study examines the effects of professional networking and burnout on the organizational and professional commitment of HR professionals, as well as the potential moderating relationship of professional networking on the relationships between job burnout and organizational and professional commitment through professional networking channels such as LinkedIn forums, professional memberships in organizations like the Society for Human Resource Management (SHRM), or other HR support work groups. A positivist approach using Ordinary Least Squares (OLS) was utilized to examine these relationships, and burnout was significantly and negatively related to both professional and organizational commitment. Further, professional networking had a significant positive influence on the relationship between burnout and commitment, meaning that burnout had a less negative impact on commitment when networking was higher. The results provide insight into factors that assist HR professionals in lessening the effects of burnout, while also increasing organizational and professional commitment.

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.