Human Resource Employee Research Articles

Developmental human resource practices, thriving at work, and employee agility: The moderating role of workplace spirituality

Abstract Grounded in self-determination theory, this study unveils the connection between developmental human resource (HR) practices and employee agility by examining employees’ workplace spirituality and thriving at work. Based on data collected from 428 employees, our empirical analysis has demonstrated that the relationship between developmental HR practices and employee agility is partially mediated by thriving at work. The results also indicate that employees’ workplace spirituality moderates the relationship among developmental HR practices, thriving at work, and employee agility. These findings have unveiled the underlying mechanism of the link between developmental HR practices and employee agility. This research offers fresh insights into the studies on employee agility and provides potential HR management recommendations for enhancing organizational agility in corporate strategic planning.

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.

Antecedents and Consequences of Job Burnout among Human Resources Employee in Saudi Arbia

Antecedents and Consequences of Job Burnout among Human Resources Employee in Saudi Arbia

The impact of developmental human resource practices on employee workplace procrastination: the moderating role of exploitative leadership and self-leadership

PurposeDrawing on conservation of resources (COR) theory, this study examined the effect of developmental human resource (HR) practices on employee workplace procrastination and investigated the mediation effect of boredom at work and the moderation effects of exploitative leadership and self-leadership.Design/methodology/approachData were collected from 443 employees across companies in China. Hypotheses were tested using hierarchical regression analysis and indirect effect testing via bootstrapping in SPSS and Mplus.FindingsThis study found that developmental HR practices were negatively related to employee workplace procrastination and that boredom at work mediated the relationship between developmental HR practices and employee workplace procrastination. Moreover, exploitative leadership strengthened the negative relationship between developmental HR practices and boredom at work, whereas self-leadership weakened the positive relationship between boredom at work and employee workplace procrastination. The indirect relationship between developmental HR practices and employee workplace procrastination through boredom at work was moderated by exploitative leadership and self-leadership.Originality/valueThis study extended the literature on the antecedents of employee workplace procrastination. Moreover, by investigating the mediation effect of boredom at work, this study extended the underlying mechanism by which developmental HR practices affect subsequent employee outcomes. Finally, by testing the moderation effect of exploitative leadership and self-leadership, respectively, this study offered insights into the boundary conditions resultant from developmental HR practices.

To Study the Factors Affecting the Sustainable Employment of Human Resources in the Construction Industry

Organizational executives have always taken care of the sustainable employment of their employees. It is a part of the responsibility of the manager to form a competent team and team and to continue their sustainable operation. Since the beginning of the 21st century, the construction industry and the mining industry have been investing the most in Mongolia's economy. Stable employment of skilled workers has become the most important factor in creating the image of the country and the comfort of the people. The increase in turnover and turnover of employees not only increases the cost of the organization, but also leads to a lack of skills and knowledge, resulting in a shortage of human resources and a decrease in the ability to overcome competition. In recent years, since the COVID-19, there has been a lot of staff turnover due to the difficult working environment in the construction industry. This article examines the external and internal environmental factors that affect the sustainable employment of construction industry employees and calculates the relationship between them. In the research, a questionnaire survey was taken from construction industry executives, and the results were calculated using SPSS23 and Smart PLS programs. According to the results, the managers believed that the external environment has a strong positive relationship and the internal environment factors have a positive relationship with the sustainable employment of human resources in the construction industry.

Effects of Human Resource Management Practices on Corporate Entrepreneurship at a State Agency in South Africa

Organisations face rapid changes brought about by economic, political, social and technological changes. These changes compel organisations to review their business strategies and turn to CE as an ultimate source of competitive advantage. Furthermore, the human resource management (HRM) function is crucial in formulating competencies and supporting organisations in achieving their strategic objectives. This study sought to determine the effects of HRM practices on CE at a South African state-owned agency. The study adopted a qualitative single case study design using semi-structured interviews through Microsoft Teams. A purposive sample of nine top management and human resources employees participated in the study. The interviews were recorded and subsequently analysed using ATLAS.ti 23. The study shows that three HRM practices, namely, recruitment and selection, training and development, and performance appraisal, positively affect the adoption of CE at the North West Development Corporation (NWDC) in South Africa. The study provides practical guidance on how state agencies can effectively invest and promote entrepreneurial behaviour for optimal performance. The study contributes to the body of knowledge by proposing a revised conceptual framework for increasing CE in HRM systems for internal innovation performance by incorporating HRM practices. This framework includes HRM practices such as job design, recruitment, training, performance appraisal, and compensation. Furthermore, the study introduces organisational development as a strategic contributor to the successful implementation of this framework.

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.

Harnessing Technology for HR Transformation in Hotel Industry

This study paper looks into how technology is being integrated into Human Resources (HR) processes at Rajasthan's heritage hotels, with an emphasis on well-known places like Taj Amer Jaipur, The Oberoi Rajvilas, and The Leela Palace. The study uses a descriptive research methodology and a variety of primary and secondary data collection methods, such as surveys, interviews, and observations. Primary data gathering methods include surveys, interviews, and focus groups with hotel HR professionals, employees, and technology providers, which are supported by secondary data from literature reviews and industry publications. For quantitative data, statistical tools such as Microsoft Excel, Google Sheets, and the One Way ANOVA Test are used, whilst qualitative data is analyzed using theme analysis approaches. The study's findings shed light on the technical obstacles, opportunities, and solutions for HR transformation in heritage hotels. Quantitative data analysis investigates the linkages between technology adoption, HR practices, and organizational performance, whereas qualitative research reveals repeating themes and insights. The integration of findings combines quantitative and qualitative results to provide a full knowledge of the study problem. The research findings are evaluated in light of existing literature, with actionable recommendations for fostering HR innovation and development through technology.

Strategi Pengembangan Sumber Daya Manusia Terhadap Kinerja Pegawai Kantor Cabang Dinas Pendidikan Wilayah Malang: Kota Malang-Kota Batu

In meeting the needs and everything that the community wants, it is not surprising that there are branches of the Education Office including in Malang and Batu. This is because in addition to a wide geography it is also to provide easy access for all groups. Of course, it is not easy if it is not accompanied by good performance from existing employees, therefore this study will discuss development strategies for employee performance at branch offices. Research methods use qualitative or field. The results obtained by the branch office of the education office in Malang are three, namely Batu, Malang City and Malang Regency. Strategies carried out to strengthen human resources employee performance include: understanding the vision and mission and tasks, good leadership roles, training and development through various activities, reward or intensive, monitoring and improvement

Discretionary HR practices and happiness at work (HAW): a sequential mediation model of perceived organizational support and meaning of work

PurposeThis paper aims to explore the mechanisms by which employees’ happiness at work (HAW) can be promoted. Drawing on the social exchange theory (SET), this study examined the relationships among discretionary human resource (HR) practices, perceived organizational support (POS), meaning of work (MOW) and HAW.Design/methodology/approachA three-path mediation model was developed to test the proposed relationships. The data were collected from Pakistani business professionals (n = 361), and hypotheses were tested using the PROCESS macro for SPSS .FindingsThe results suggest that POS mediates the relationship between discretionary HR practices and HAW. Also, MOW mediated the relationship between discretionary HR practices and HAW. Hence, both POS and MOW were found to be independent mediators. Further, the data provided support for the serial mediation of POS and MOW in the relationship between discretionary HR practices and HAW.Practical implicationsThis research provides insights to organizations and their management on how discretionary HR practices can enhance employees’ POS, MOW and HAW.Originality/valueThe findings show that discretionary HR practices are associated with employees’ HAW. In addition, two mediators (POS and MOW) were found to serially mediate the aforesaid relationships. These findings are novel, as no prior research has used this nascent methodological approach to deepen our understanding by examining the associations between discretionary HR practices, POS, MOW and employees’ HAW.

The Role of Artificial Intelligence (AI) and Machine Learning (ML) in HR Decision Making Processes

This research paper delves into the dynamic interplay between artificial intelligence (AI), machine learning (ML), and human resources (HR) decision-making processes within contemporary organizational landscapes. As technological advancements continue to reshape the workplace, HR practices are not immune to the transformative influence of AI and ML. The study explores the multifaceted applications of these technologies in key HR domains, including recruitment, talent management, performance evaluations, and employee engagement. By scrutinizing the advantages, challenges, and ethical considerations associated with the integration of AI and ML in HR, the research aims to provide a comprehensive understanding of their impact on organizational dynamics. Moreover, an exploration of how these technologies influence diversity and inclusion initiatives within the workforce adds a nuanced dimension to the investigation. The findings of this research contribute valuable insights for HR professionals, policymakers, and organizational leaders navigating the evolving landscape where human judgment intersects with artificial intelligence.

Innovative human resource practices and employee productivity: Case of SMEs from Oman

This study investigates the role of innovative human resource (HR) strategies in driving productivity within Oman's small and medium-sized businesses (SMEs). It aims to explore the effects of such HR practices on the performance and satisfaction of employees. By thoroughly examining the relationship between innovative HR strategies and employee productivity, this research provides useful guidance for companies looking to improve their workforce's efficiency and effectiveness. The study used a quantitative method, gathering data through a structured survey. A total of 383 participants completed the survey, which detailedly evaluated how innovative HR practices influence employee productivity, ensuring the findings were clear and reliable. The analysis showed that these HR practices have a positive and significant effect on various aspects of employee performance, including their commitment, skills, alignment with company goals, and job satisfaction. This contributes to existing knowledge by applying the concept of innovative HR practices in Oman's unique business environment. The results underline the importance of adopting innovative HR strategies for SMEs in Oman to boost their success.

Application of PZT Nanofiber Flexible MEMS Technology in Human Resource Employment Pressure Management

The advancement of society has led to increasing pressure on employment in human resources. Effectively managing and alleviating this pressure has emerged as an urgent problem to be addressed. This study presents a novel pressure sensor utilizing microelectromechanical systems technology, with the aim of offering a fresh solution for managing employment pressure in the human resource sector. Firstly, this study presents the preparation and characterization of lead zirconate titanate nanofibers, followed by the development of a flexible pressure sensor using microelectromechanical systems technology specifically designed for these fibers. Finally, this study evaluates the performance of the developed pressure sensor. The results revealed that the open circuit output voltage of the sensor peaked at a pressure frequency of 110 Hz, indicating the highest level of response. In addition, it was observed that the open circuit output voltage of the fabricated sensor exhibited fluctuations within the voltage range of –3.8 V to 5.0 V, confirming its ability to precisely respond to variations in external pressure at any given moment. The features of this developed pressure gauge render it an ideal tool for real-time monitoring and evaluation of pressure, thereby possessing wideranging application prospects.

A Feasibility Study on the Application of Artificial Intelligence on the Human Resource Practices among Manufacturing Companies in China

This paper presents a feasibility study on the integration of artificial intelligence (AI) into human resource (HR) practices within the manufacturing sector of China. With the rapid advancement of AI technologies, industries worldwide are exploring its potential applications to streamline operations and enhance efficiency. However, the adoption of AI in HR functions, particularly within manufacturing companies in China, remains relatively unexplored. This study aims to assess the feasibility of implementing AI-driven solutions in various HR processes such as recruitment, training, performance evaluation, and employee engagement. The research methodology involves a combination of qualitative and quantitative approaches. Primary data will be collected through surveys, interviews, and focus group discussions with HR professionals, managers, and employees from a diverse range of manufacturing companies across different regions in China. Additionally, secondary data from relevant literature, industry reports, and case studies will be analysed to gain insights into current trends, challenges, and best practices associated with AI adoption in HR. Key factors influencing the feasibility of AI integration will be examined, including technological readiness, organizational culture, regulatory environment, cost-benefit analysis, and potential socio-economic implications. The study will also explore the perceived benefits and concerns regarding the use of AI in HR practices, such as improved recruitment accuracy, enhanced employee productivity, data privacy concerns, and ethical considerations. Furthermore, the research will identify potential barriers and enablers to successful AI implementation and provide recommendations for policymakers, HR practitioners, and organizational leaders to navigate the challenges and leverage the opportunities presented by AI in the manufacturing sector. By shedding light on the feasibility and implications of AI adoption in HR practices, this study seeks to contribute to the ongoing discourse on the future of work and technological innovation in China's manufacturing industry.

Adopting human resource information system and work-related outcomes in emerging market SMEs: unified theory of acceptance and use of technology

PurposeThis study investigates the psychological adoption of technology in relation to employees' mental beliefs about using technology in their workplace, because it is necessary to investigate the direct and indirect effects of information systems (IS) on employees' work-related results that underpin creativity and engagement.Design/methodology/approachUsing a cross-sectional design, data were collected from 153 human resource (HR) employees who used human resource information systems (HRIS) in small- and medium-sized enterprises (SMEs) in Malaysia.FindingsThe results show that effective acceptance and adoption of an HRIS enables HR employees and management in SMEs to be creative, balanced and engaged. Facilitating conditions and task-technology fit positively affect the behavioral intention to accept and adopt an HRIS. Additionally, organizational citizenship behavior moderates the relationship between the behavioral intention to accept and adopt an HRIS and employee creativity.Originality/valueThis study significantly advances the fields of human resource management and IS by elucidating the factors influencing employees' adoption of technology. In an effort to address a research gap in existing research, it introduces a unified theory of acceptance and use of technology, which precedes the psychological adoption process by individuals. Furthermore, it offers both empirical and theoretical insights into the interplay between technology adoption factors and their subsequent impact on work-related outcomes.

THE ROLE OF HR IN PROMOTING MENTAL HEALTH AND WELL-BEING IN HEALTHCARE SETTINGS: A COMPREHENSIVE REVIEW

This review delves into the critical role that Human Resources (HR) plays in fostering mental health and well-being within healthcare settings. The healthcare industry, known for its demanding and high-stakes nature, places substantial strain on the mental health of its workforce. Recognizing the impact of mental well-being on both individual performance and patient outcomes, this comprehensive review explores the multifaceted responsibilities of HR in addressing mental health challenges. The paper examines HR strategies that aim to create a supportive and healthy work environment for healthcare professionals. These strategies include the implementation of employee assistance programs, stress management initiatives, and mental health awareness campaigns. The review highlights the importance of destigmatizing mental health issues within the healthcare workforce, emphasizing HR's role in fostering a culture that encourages open communication and seeks to remove barriers to seeking help. Additionally, the paper explores HR's involvement in talent acquisition and retention, recognizing the link between job satisfaction, mental well-being, and overall staff retention in healthcare settings. It discusses recruitment practices that prioritize the holistic well-being of employees and the role of HR in developing and implementing policies that promote work-life balance. Furthermore, the review explores the incorporation of mental health training and education into HR programs, ensuring that healthcare professionals possess the necessary tools to manage stress and navigate the challenges inherent in their roles. The review concludes by underlining the need for a collaborative approach between HR professionals, healthcare leadership, and employees to create a workplace culture that prioritizes mental health, ultimately benefiting both the well-being of healthcare professionals and the quality of patient care.
 Keywords: HR, Mental Health, Healthcare, Well-being, Review, Management.

HR practices, service orientation and employee outcomes: a regulatory foci

PurposeUnderstanding employees’ multi-dimensional motivations is at the core of realizing the potential of a well-designed human resource (HR) system. This study aims to investigate whether the effects of HR practices on employee motivations, and their performance would be dependent on the service orientation of HR department.Design/methodology/approachThe authors collected data in two surveys: a pilot survey and a main survey with a two-wave design. The pilot survey with 93 respondents was to verify the newly developed HR service orientation scale. In the main survey, a total of 276 supervisor-subordinate pairs from 48 companies were valid for analysis.FindingsThe authors find support for their hypothesis that promotion-oriented motivation mediates the relationship between discretionary HR practices and employee outcomes [in-role performance and organizational citizenship behavior (OCB)]. Furthermore, the indirect effect of discretionary HR practices on employee outcomes is stronger when the HR service orientation is higher. Transactional HR practices, however, are not evidenced to relate to employee prevention-focused motivation and outcomes.Practical implicationsThe findings illustrate a comprehensive process of HR practices on employees’ multi-dimensional motivations. High service skills of HR professionals in handling internal employees’ needs could amplify employees’ promotion-focused motives, which in turn increase their in-role performance and OCB.Originality/valueIn sum, the authors' study contributes to both human resource management (HRM) and employee motivation literature by demonstrating the different impacts of discretionary and transactional HR practices on employees’ motivations. In addition, by revealing HR service orientation as an important contingency factor, the authors shed greater light on when and how HR practices can motivate employees.

A META-ANALYSIS STUDY REGARDING THE RELATIONSHIP BETWEN PERSONALITY TRAITS AND TURNOVER INTENTION

Personality traits are effective on turnover intention. The aim of this study is to examine the effect of the personality traits on turnover intention. The method we used is the meta-analysis method. The obtained data sets are homogeneous and no publication bias was encountered. The effect size of resilience is -0.261 and the effect size of poactive personality is -0.23. This level also indicates a small effect size. In the light of these findings, human resources employees can improve their recruitment policies. The data found can also be used by academics who will study these variables in the future

Nghiên cứu ảnh hưởng của gắn kết công việc tới hiệu suất làm việc của nhân viên nhân sự

In recent times, the human resources profession in Vietnam has become increasingly prevalent and vital to organizations and enterprises. While the work of human resources ((HR) professionals may not directly generate revenue or profits for a business, their role is of utmost importance as they manage an organization's most valuable asset - its human capital. When HR employees work with high job performance, a profound passion for their work, and a strong commitment to fulfilling their roles, they contribute to the creation of enduring value and the sustained long-term growth of the enterprise. With the desire to contribute both theoretically and practically to the understanding of job engagement and employee performance, this research employs a model with 351 samples to explore the influence of job engagement on HR employee performance. The research results indicate that job engagement, through two mediating variables, job satisfaction, and innovative work behavior, significantly impacts the performance of HR employees, particularly Job engagement through the mediating variable of innovative work behavior, which has a significantly positive impact on employee HR performance. Leveraging these research findings, businesses can proactively develop suitable HR strategies, especially investing in and promoting innovative work behavior to enhance job engagement and, consequently, increase the performance of HR employees.

The Imperative of Continuous Improvement: Enhancing Human Resources in Schools

The research aims to reveal the truth and conclusions about an object at the Nurul Jadid Vocational School Institution. The subject is human resources. This research found that the human resource planning carried out by the school principal and his staff was going well, so the decline in human resources each year was pretty close to a stable number. This institution has continuously improved management, learning curriculum and marketing systems. The aim is to be competitive and increase interest in the institution. Researchers used descriptive qualitative research methods. Descriptive qualitative research is a problem formulation that guides research to explore or photograph the social situation that will be researched thoroughly, broadly and in-depth. This research shows that the human resource inequality that occurs among students is caused by insufficient employee human resource quotas and inferior employee discipline, which impacts the discipline of students.